Evelyn (Eve) Kamau, Senior Director at Thermo Fisher Scientific, highlights the common types of bias experienced in the health sector and the need for more Black leaders. This year’s Black British Business Awards finalist also shares how she is creating inclusion and belonging in the health and STEM sectors, and how she is helping to enhance patient diversity in clinical research globally.
Fair Play Talks: Can you briefly tell us about your career journey to date?
Eve Kamau: I started my nursing career in Nairobi, Kenya as a critical care nurse and moved to the UK in 2004 to pursue further education in Worcester UK. I moved through various nursing and lecturing roles before starting my career in clinical research 13 years ago at Cambridge University’s Neurosurgery Department. My love for nursing and clinical research led me to Medical Research Network (MRN) where these two passions came together to make beautiful harmony. This led to my current role in a large global clinical research organisation.
Fair Play Talks: What specific challenges did you encounter along the way to the top?
Eve Kamau: As a Black female, I’m at the bottom of the hierarchy chain. This meant that when people looked at me, they didn’t see leadership potential or excellence. Therefore, from the moment I started a job I was working to disprove this inherent bias where the assumption was that I couldn’t lead. In addition, my mistakes were often viewed in a worse light than my White counterparts. Essentially, I had only one shot at the job. So I pushed myself hard to make sure I did not make a mistake.
Fair Play Talks: In your opinion, are there any specific challenges that Black professionals face on their journey to the top that White/other groups do not face in your industry?
Eve Kamau: The first challenge is getting through the initial filter and getting shortlisted for interviews. Our names are a huge giveaway, and I have been in rooms where I’ve over heard: “I can’t even pronounce their name,” which implied that they would rather shortlist an applicant whose name they could pronounce. The second challenge relates to positions in middle management and above. My experience has been that White colleagues find it difficult to follow a Black leader, especially in the nursing profession. I watched with sadness when staff would resign from nursing departments because of a Black nurse getting a promotion. I experienced this too.
Fair Play Talks: Are you involved in promoting Black talent, race equality or other diversity initiatives?
Eve Kamau: In my professional role, I can support the shortlisting of people of colour at interview stages, where they can demonstrate their knowledge and expertise. This led to more persons of colour joining my team through merit. I’m also a mentor to other professionals of colour where I provide coaching support on how to navigate the corporate ladder successfully. I also actively participate in the reconciled church initiative, which seeks to bring racial reconciliation within the church and communities in the UK, raising awareness through short courses and seminars where deep racial hurt can be explored in an open non-judgmental space.
Fair Play Talks: In your opinion, are companies doing enough to stamp out discrimination and what more could they be doing to promote racial equity in the workplace?
Eve Kamau: We have certainly come a long way and many companies have policies and initiatives to promote racial equity in the workplace. However, I feel that companies are becoming complacent and forgetting the pledges made during the George Floyd incident and the rise of the 2020 Black Lives Matter movement. I would like to see more White allies take on the fight on behalf of Black and Brown people, and call out situations where colleagues have been unfairly bypassed for promotion or opportunities, despite being both skilled and qualified for the role.
Fair Play Talks: Given the focus on diverse talent, what more can organisations be doing to attract Black/minority talent, as well as retain them?
Eve Kamau: I believe this starts with making sure there’s more Black representation from recruitment teams through to leadership. It’s difficult to aspire to something you haven’t seen. When I find a leader who looks like me, I’m encouraged to aim high and my leadership dream becomes more tangible. Secondly, when organisations promote Black leaders, please ensure they have adequate tools and resources to help them succeed. Sadly, many organisations promote, but fail to provide adequate resources to Black leaders, which then feeds the narrative that Black people fail at leadership. We must change this narrative by setting up Black leaders to succeed.
Fair Play Talks: In your opinion, can organisations promote equality and fairness to enhance belonging and inclusion that will resonate with all groups?
Eve Kamau: Organisations can and do rally all their employees towards common values and goals as a collective. This same passion can be harnessed for business resource groups where people who would otherwise never interact can meet in a work-based group that shares a common goal. I’m fortunate to be part of an organisation that has enabled inclusion of all groups of individuals based on their ethnicity, heritage, sexuality or other common purpose. I was particularly elated to find several White team members in a group to empower individuals of colour. Multiculturalism is possible!
Fair Play Talks: Can the Black and other minority communities be doing more to promote race equity?
Eve Kamau: Yes, we need to share our stories and experiences with friends, acquaintances, and colleagues to bring meaning to some of the challenges we continue to face. I’ve come to realise that some people act so subconsciously and often unaware of what they are saying or doing and how that might come across as being racist. My husband and daughters always call it out. Whilst that can be uncomfortable, I’ve seen many people’s eyes open up to their actions, especially when something is called out respectfully, in the moment. In addition, when Black and minority professionals are placed in positions of leadership, they should become advocates for other outstanding professionals of colour, mentioning their names in rooms they find themselves in and putting them forward for projects that would amplify their expertise.
Fair Play Talks: What was your reaction when you heard that you’re one of the 2023 Black British Business Awards (BBBAwards) finalists?
Eve Kamau: I’m still in shock and humbled to be sharing a stage with such phenomenal finalists. It feels good to have my career journey shared so widely and my hope is that an aspiring STEM or healthcare professional somewhere who didn’t know how far their career could go, now has an example they can hopefully relate to.
Fair Play Talks: How important are awards and organisations like The BBBAwards in the UK to promote Black/minority talent and Black role models?
Eve Kamau: We have several TV, film, fashion and arts awards and historically Black professionals have struggled to get noticed in those forums. However, this is the first organisation that I’m aware of, where Black career professionals are celebrated. The BBBAwards platform showcases brilliance across the professional spectrum, shining a much-needed light on the less talked about careers.
Fair Play Talks: What advice would you give to young Black/minority youth to encourage them to pursue their dream job or business venture?
Eve Kamau: Use the energy and passion of youth wisely. Find something you enjoy and dream about then look for a role model in that field to emulate. If possible, reach out and ask them to be your mentor. Youth are often too shy to ask for help/mentorship and miss out on some of the best learning opportunities. Lastly, you learn far more from failure than success, so don’t be afraid to fail.
Fair Play Talks: Who is your inspiration/role model in the DE&I space?
Eve Kamau: Sir Lewis Hamilton. He inspired me to watch Formula 1, and I found myself praying for him and cheering him on at every race. Also, he is an example of what it looks like when a Black person penetrates a white-dominated area and uses their leadership to make space for other underrepresented groups. He also supports several initiatives outside the sport to promote aspiring Black youth and give them hope to continue to dreaming the impossible.
Fair Play Talks: What podcasts/vlogs/books would you recommend to help other Black professionals get ahead?
Eve Kamau: Firstly, Playing Big by Tara Mohr. Whilst this is aimed at women, I think any minority group that feels held back in their career can benefit from the tips shared in this book. Secondly, The light We Carry by Michelle Obama. The Obamas are such great role models and a great example of leading with grace. This book confirms to anyone doubting their abilities that we all have a light within us and the world needs that ‘you-shaped’ light.
Check out more BBBAwards finalists here:
GSK’s Investigator Dr Azzedine Dabo, provides insights into his career journey and how he is proactively encouraging more diversity and inclusion in the pharmaceutical industry.
Reformation’s MD Alexis Cepeda Maule shares why companies need to do more to address discrimination and promote racial equity in the workplace, to create that real sense of belonging and inclusion that benefits all employees.
Founder of SHFT Chloë Downes reveals how her company is creating inclusion by removing barriers to entry.
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