- Recognise the language issue
The fact that many international recruits have passed a formal English test such as OET or IELTS does not mean they have the language skills or the confidence to communicate freely on sensitive matters.
The exams they take are very ‘teachable’ and learning programmes focus very much on the test experience, developing the language, techniques and strategies required to achieve the scores required by the GMC, NMC, HCPC, etc. The levels required are high – with the notable exception of carers, where the visa requirement is an intermediate B1 level [1] – but the language learnt doesn’t necessarily cover the vocabulary and expressions needed at work, especially when navigating difficult conversations.
- Embed targeted language and communication skills training
Working with language and communication skills trainers on courses that focus on the language needed to manage a variety of challenging conversations gives participants the tools and confidence to express themselves and better fulfil on the Freedom to Speak Up. Sessions should consist of input, practice, experimentation, problem solving and provide a space for international recruits to ask questions they might feel embarrassed asking colleagues.
- Embed cultural competence training
Not only is it important for internationally recruited staff to understand British life and culture in and out of the workplace, it is also important for their managers and colleagues to understand their cultures in turn.
Cultural competence training therefore works both ways. It acts as a space for everyone to discover and understand a wide range of beliefs, perspectives and approaches to a multiplicity of areas – from care provision to decision making, to accessing health, to turn taking in conversation to engaging with diverse communities, family roles, even food.
- Ensure and ongoing dialogue.
Ensure managers are talking to international staff on a regular and predictable basis. There must be a safe space for concerns to be raised, questions to be asked and misunderstandings to be addressed. Successful implementation of EDI training can never be a question of parachuting in, delivering a discrete course, and then hoping for the best. It’s an ongoing conversation that needs ongoing nurturing.
Notes
SLC has supported overseas trained healthcare professionals since 2014 to improve their healthcare-specific English language and communication needs and it is our experience in this field which informs this article.
Through the many thousands of conversations we’ve had, we see the issues listed above and are keen to work with healthcare employers to support staff and build stronger, more inclusive workplaces that work for everyone.