‘We often say “you only grow when you step out of your comfort zone,”’ FACEM Ashes Mukherjee observes.
‘International medical graduates have stepped out of their comfort zone and I think this means they have chosen to grow.’
In late 2020 Ash was announced as one of two individual winners of the inaugural ACEM Diversity Award. He was nominated by trainees at his hospital, who credit his keen interest in their lives and careers with helping International Medical Graduates (IMG) integrating into the Australian health system and advancing their careers.
Ash himself is an IMG – he completed his medical degree in India and specialist training in the UK, as well as working in the Middle East. He says this gives him an insight into the needs of IMGs, particularly when they start out.
‘At Armadale I realised we get to supervise a lot of IMGs and they are quite often in their first job in Australia, which can always be challenging.’
He says he's observed the majority of IMGs start off in the department being very quiet, but he always thinks it is important for their confidence and performance to encourage them to come out of their shell.
‘Taking time out to be personal with these trainees and giving them the support and encouragement goes a long way in understanding how they can be helped. We need to create an environment where they feel they belong
‘It’s having time to have that personal touch and giving them personal examples of adversities during his training that seem to make an impression.
‘I feel we have to realise that we as consultants have a role to play in understanding the needs of IMGs and how those needs may be different.’
Ash is also very aware of cultural differences and says it is important that others work towards a more inclusive environment.
‘We need to start becoming more conscious of our unconscious biases and know that we can do more and be better when it comes to creating cultures of inclusivity.
‘Sometimes cultural differences can be a struggle and might be overlooked. One of the first things I do is to make a sincere effort to ensure I pronounce names correctly, a small but powerful gesture of sincerity.
‘In a lot of cultures, a firm handshake and persistent eye contact with seniors are not measures of competence or confidence. I like to bring these types of things up and to have a discussion about them.’
He says he has been enriched by the interactions he’s had with trainees of so many different backgrounds and he feels fulfilled to see trainees coming in, feeling comfortable and succeeding in his emergency department and beyond.
Ash also feels he has learnt from those interactions and they have helped him develop personally and professionally.
‘It isn’t always easy and sometimes the conversations are hard, especially if there is an amount of negative feedback that needs to be discussed. It came as a surprise to me that they respected my honesty and felt that is what they required, rather than the proverbial “s--t sandwich” feedback style that really focuses on softening the blow.
‘I have found it very easy to be upfront and honest with them regarding differences in how they trained and how they practiced, and what needs to improve, and how they need to fine-tune their practice.’
Ash says in his experience there is work to be done on diversity and inclusion, although feedback he has received from many IMGs is that emergency medicine fares better than some other specialties.
‘We need to accept that achieving diversity and inclusion isn’t easy, and to persevere. To begin with, get comfortable with being uncomfortable.
‘We should have a leadership team championing the cause and it must include medical and nursing as they are extremely intertwined.
‘Do unto others as they would want you to, not as you would want for you. I think this is core to leading with inclusivity.’
He says diversity and inclusion are never something you should leave to autopilot.
‘Diversity is an action, inclusivity is cultural, and belonging is a feeling. As such, diversity, as they say, is ticking the box saying that you have considered someone different. Equity is having a diverse group working together and inclusion means that they all have a voice and they are heard.
‘It’s not something you can allow to autopilot. Human nature is to enjoy working with people who we feel comfortable with, and often that is people who are like us, but we all have a responsibility for making people who are culturally and linguistically diverse comfortable.’
Ash says it was humbling to receive this award and to have been nominated by his registrars.
‘I only hope I can continue to make even a small difference to more of these trainees who only long for someone to be a true mentor, something I definitely can identify with.’
Ash’s recommendations for building a more diverse and inclusive workplace
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Recognise your unconscious bias—be humble about it
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Question and discover which groups in your institution feel less included in their workplace and why. Hold yourselves and others accountable to ensure they do
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Find leaders who encourage people to acknowledge the differences in a respectful and non-confrontational way.
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Demonstrate an open mindset and be curious about others, listen without judgment, and seek with empathy to understand those around them.
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Value cultural differences and seek opportunities to learn about other cultures. Build trust so everyone feels comfortable speaking up.
More information
Nominations for the 2021 Diversity and Inclusion Award are now open. Nominations close 3 November. Find out more