Racism, discrimination and the CALD nurse

A real story shared under a changed name – thank you to the storyteller.

Jenna – Registered Nurse 

I migrated to Australia in 2004. I have experienced racism and discrimination in the workplace, and it’s impacted my mental health. It makes you feel very unsafe and de-humanised. It was an awful feeling. I experienced anxiety, panic attacks, and depression. I couldn’t function, I couldn’t look after my kids. 

I was encouraged to apply for a senior position. I was told I was the most qualified, experience and suited for the role. But my manager wouldn’t support me as a referee.  

Someone told me that my manager didn’t want me to leave my current role. There’s an expectation that Culturally and Linguistically Diverse (CALD) nurses are there to fill junior roles and positions. When we apply for promotions or senior positions and are overlooked, we’re told we should be grateful to be here. 

Identifying racist behaviours

I was shocked when I was told this wasn’t racism because it couldn’t be proven. I received no support from management when I reported this to them. It was so distressing. 

There were policies in place, and we are told to call out racism and discrimination. But when it happened there was no action taken, because it was covert. I had to resign because I had called it out and then had to face the secondary repercussions. It was safer for me to leave, but I had no job to go to.

Policy versus practice

There is a lot of tokenism by employers when it comes to inclusion and equity. Many organisations advertise themselves as an equal-opportunity employer. They encourage those from CALD backgrounds and different ethnicities to apply. 

The policies, guidelines, vision statements, and mission statements are there. But the reality we experience is so far removed from those written policies and expressions of inclusivity. 

Calling out racism

When we face discrimination and racism in the workplace and ask an organisation to do something about it, that’s when the reality for CALD nurses and midwives often sets in. The actual reality is that when these issues are raised, if CALD nurses and midwives are not supported, it further puts us in harm’s way. 

We are re-traumatised when we speak up about racism and discrimination and go through the proper channels only to not have our experiences validated and acted on. It’s been my experience when it’s reported there’s no follow-up – they either discredit you or dismiss the allegation. 

Ensure safety, respect and real opportunity

Good workplaces are aware of the challenges that CALD nurses and midwives face and are authentic in efforts towards striving for equality. 

I have unique experiences as a CALD nurse that my colleagues have no idea about. It's really important to bring us to the table and to hear our experiences. If you want to know what exclusion looks like, if you want to know what racism looks like and feels like, you have to ask people who are actually experiencing it. 

Diversity at all levels

I believe workplaces should have people in roles who represent the diversity within workplaces and the communities they care for. It makes a difference when those in senior positions are visible, take part in discussions at higher managerial levels, and actively contribute to the solutions that bring diversity to the table.

Delivering support services to CALD nurses and midwives 

Any service supporting the health and wellbeing of CALD nurses and midwives needs to be culturally sensitive and competent, services need to genuinely understand our situation. Otherwise you risk causing more harm. What I needed was someone who could ask the right questions, validate my experience, and work through things.

Peer-to-peer understanding

I joined the NSWNMA CALD Reference Group. This helped me connect with other CALD nurses and midwives. 

It’s a wrap-around for each other, particularly in times of crisis. We know the issues we face and what the right solutions might look like. We have developed anti-racism resources specifically for nurses and midwives. We draw from our own experiences and share wisdom. Resources provide information, practical advice and mental health support. They help with gaslighting and feelings of alienation and provide validation.

Support, report, be an ally

You’re not alone, find the right support. Prioritise your mental health and do whatever you need to for your psychological safety. Draw from your own community, your CALD community and your non-CALD allies. Always reach out. There is a lot of under-reporting because of fear of repercussions and lack of support.