Yes, You Can campaign improves nurse career progression
Overview
The Yes, You Can campaign was launched by Bristol NHS Foundation Trust to showcase positive role models and celebrate career journeys for nurses and midwives from ethnic minority backgrounds.
Through storytelling, sponsorship, mentoring and visible role modelling, the campaign builds confidence, unlocks talent and supports a more diverse leadership pipeline, helping staff see senior progression as achievable.
Key benefits and outcomes
- Nine participants either secured a promotion or were appointed into substantive positions.
- Four participants secured places on Florence Nightingale Foundation Leadership Programme.
- Participants reported increased confidence, aspiration and willingness to pursue leadership roles.
- The programme strengthened networks, peer support, morale and belonging.
- It increased diverse leadership visibility and supported a more inclusive culture.
What the organisation faced
Bristol NHS Foundation Trust recognised that black and minority ethnic nurses (BME) and midwives remain underrepresented in senior leadership roles, despite making up a significant proportion of the NHS workforce. The trust also identified persistent barriers to progression.
Repeated unsuccessful applications and perceptions of unfair recruitment processes had led some staff to believe that leadership progression was not achievable. Many talented colleagues were therefore hesitant to put themselves forward for promotion, leadership roles, or development programmes.
The organisation needed a practical and visible approach that would build confidence, strengthen representation, improve access to development support, and contribute to a more inclusive leadership pipeline.
What the organisation did
Bristol NHS Foundation Trust developed Yes, You Can as a solution-focused initiative to support career progression for nurses and midwives from BME and global majority backgrounds. Inspired by a senior black nurse who wanted to challenge the idea that ethnic minority staff should lower their ambitions, the programme set out to increase confidence, visibility and representation in senior roles.
With support from the chief nursing officer, directors of nursing, the people’s directorate and the communications team, the trust launched a campaign to showcase positive role models and celebrate career journeys of BME and global majority staff in Band 6 and above roles.
The trust identified a cohort of 75 staff and invited them to take part. The campaign launched during Black History Month in 2023, with 26 staff sharing their career stories on the trust’s intranet and external website. By sharing authentic career stories from colleagues who had successfully progressed into Band 6 and above roles, the initiative created visible role models, helping staff see leadership progression as achievable.
In 2024, the project expanded beyond storytelling to include the first networking and development workshop. In 2025, mentoring and coaching were added, offering one-to-one support with career development, applications, interview preparation, and professional growth conversations.
By 2026 Yes, You Can reached a further milestone with the first hybrid conference attended by more than 60 nursing and midwifery professionals, leaders and aspiring staff from across the UK. A further conference is planned for September 2026, with ambitions to support expansion across the South West.
What began as a storytelling campaign has grown into a wider development model built around visible role modelling, peer support, networking, coaching, mentoring and leadership development.
Overcoming obstacles
At the start of the project, engaging BME staff was challenging, as many worked in clinical roles and had limited time to check emails. They secured support from divisional directors, who provided staff contact details, enabling direct follow-up in clinical areas. With managers’ support, staff were released to participate in the project.
Funding for professional photography was another initial challenge. However, the chief nurse kindly sponsored the event, providing a professional photographer for the day. This significantly enhanced the quality and appeal of the staff stories.
Results and benefits
- Six participants secured promotions, either within the trust or in roles at other organisations.
- Three participants were appointed into substantive positions after previously working in fixed-term developmental roles.
- Four participants secured places on Florence Nightingale Foundation Leadership Programmes.
- Participants reported increased confidence, aspiration, and willingness to apply leadership roles and development opportunities.
- The programme strengthened professional networks, peer support, staff morale, and a sense of belonging.
- The project increased the visibility of diverse leadership role models and has attracted wider interest across Bristol and the South West.
- Executive sponsorship, mentoring, coaching and peer support have helped create a psychologically safe environment where staff can thrive.
- The programme has contributed to a more inclusive culture by creating safe spaces for staff to discuss ambitions, barriers and development needs, while also helping the organisation recognise and celebrate diverse talent.
- The programme has helped change the narrative for staff who may previously have felt that progression into senior roles was unattainable.
The project demonstrates the power of representation, storytelling and visible role models in changing aspirations and career outcomes. It provides a practical and sustainable framework for NHS organisations seeking to develop diverse leadership pipelines and tackle workforce inequalities.
Key takeaways
- Secure senior sponsorship early to give the work credibility and accountability.
- Start with visible role models and authentic stories that show progression is achievable.
- Identify and engage a clear cohort, but create wider opportunities for staff to connect and take part.
- Build on storytelling with practical development support, including mentoring, coaching, networking and interview preparation.
- Create safe spaces where staff can discuss ambitions, barriers and development needs openly.
- Use awareness days or campaigns such as Black History Month, to launch or increase engagement.
- Track outcomes, including promotions, development programme places, confidence and staff feedback.
- Share learning beyond the organisation to build momentum and support wider system change.
Further information
Contact Gifty Markey, Deputy Director for Equity, Inclusion and Partnerships. Email: gifty.markey1@nhs.net.
