Speakers: Pronita Raha, Joy Kemp and Judith McAra-Couper
Facilitator: Elisa Segoni
Development of midwife faculty is key for quality midwifery education but globally the quality and availability of programmes to develop midwife faculty is variable. In Bangladesh, where international-standard midwifery education is still new, faculty do not yet meet the ICM midwife teacher standard. Faculty are nurse-midwives, though the new generation of direct-entry midwives will soon take up positions in education. This presentation describes a peer-mentorship programme for midwifery faculty in Bangladesh, enabling them to teach the new curriculum through non-didactic pedagogical approaches in theory and practice settings.
In 2021, twenty national peer-mentors received online preparation by midwifery faculty from New Zealand. A series of national and local stakeholder briefings took place at key points throughout the programme, COVID-19 permitting. From 2022-2024 peer-mentors conducted in-person quarterly visits to midwifery education institutions in Bangladesh, providing mentorship to 370 midwifery faculty and monitoring the quality of midwifery education. A digital community of practice was created to connect faculty with the peer-mentors, with each other and with teaching resources. Baseline and endline data were collected using a checklist based on WHO midwifery educator competencies, then entered onto a digital dashboard; qualitative data were collected by survey questionnaire then analysed thematically.
A process evaluation of the programme in 2024 found that peer-mentorship had been effective in enabling faculty to implement the curriculum, to improve the learning environment and increase students’ exposure to midwife-led care models in practice. The programme may not be generalisable across all midwifery education institutions or outside of Bangladesh.
Speakers: Rowsan Ara, Joy Kemp and Farida Begum
Facilitator: Hayat Emam Mohammed Gommaa
In Bangladesh, as in many countries around the world, midwives regularly face workplace abuse, but few incidents are reported or resolved appropriately. Most midwives/nurses and students are unaware of their rights to a safe workplace or learning environment and freedom from abuse, violence, discrimination or degrading treatment and may not recognise abuse when it occurs. Therefore, in 2024, the Directorate General of Nursing and Midwifery in Bangladesh (DGNM), with support from the UK and UNFPA, developed a framework to safeguard midwives/nurses and students from workplace abuse, connect them with their workplace rights and establish a zero-tolerance approach to harassment.
A working group was formed to develop the framework, with representatives from policy level, practice, education, regulatory body, administration, professional associations and women’s groups. Expert advice was provided by a regional safeguarding specialist and the draft was validated at a national workshop. The framework consists of a survivor-focused standard operating procedure aligned with national laws and guidelines, a dedicated safeguarding cell within the DGNM, and a helpline and email address for reporting abuse. There are newly-defined reporting and investigation processes and the provision of medical, legal and psychosocial assistance as required. Faculty and nurse/midwife managers received training-of-trainers and national and divisional staff, midwives/nurses and students received orientation.
Next steps in 2025 will be final approval from the Ministry, launch and implementation of the framework with dissemination to all nurses and midwives, education institutions, students and service managers, through the DGNM, the Bangladesh Nursing and Midwifery Council and professional associations.
Speaker: Jamie Hanson
Facilitator: Celine Lemay
Non-access to Perinatal mental health services for Black African Women can lead to increased perinatal morbidity and mortality in relation to mental health. Three quarters of Black and Brown Women’s morbidity is associated with suicide in the postnatal period, and they are more likely to experience adverse outcomes during pregnancy and the postnatal period compared to white women (MBRRACE, 2023). Health inequalities within maternity services also increase the risk of mental health challenges which is exacerbated by unemployment, poverty and homelessness which adds to the challenges of the women accessing perinatal mental health services (Rothman et al, 2020). There is also the associated stigma within the Black African community in declaring mental health challenges and it being viewed as ‘shameful’ and embarrassing to admit to feeling depression leading to alienation and preventing the women form seeking help from health professionals (Watson et al, 2019). The reluctance to access support is also compounded by negative experiences from health professionals and engagement with primary care (Edge and Mackian, 2010). What we don’t know is how the women can be supported in accessing services and what is required to be on place. The contribution to knowledge is exploring and describing attitudes to perinatal mental health, listening to the women’s voices and understanding the service and how it can be improved. Methods An Exploratory Descriptive Qualitative (EDQ) study design was employed which allows for a social constructivist and interpretivist approach (Reid and Happell, 2012).
Speaker: Carla Godoy
Facilitator: Susana Ku
Las parteras desempeñan un papel fundamental en la salud y el bienestar de nuestras comunidades, pero han enfrentan desafÃos como la falta de reconocimiento, apoyo institucional y oportunidades laborales. Es esencial fortalecer su rol, generar empleo y garantizar el respeto por su labor.
Más que un oficio, ser partera es una vocación que implica acompañar a las madres en momentos cruciales con profesionalismo y seguridad. Sin embargo, a pesar de su importancia histórica, muchas veces no reciben el reconocimiento que merecen. Para cambiar esta realidad, es clave impulsar oportunidades laborales en hospitales, clnicas y programas comunitarios de salud.
La solución pasa por la organización, la creación de redes de apoyo y la búsqueda de alianzas con el sector público y privado. Al unir fuerzas, es posible reducir el desempleo dentro de la comunidad de parteras y asegurar que su labor sea vista como indispensable para el bienestar social.
El camino hacia un mayor reconocimiento y estabilidad laboral requiere compromiso y trabajo conjunto. La unión de las parteras es su mayor fortaleza para lograr que su profesión sea valorada y esencial en la sociedad.
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Midwives play a fundamental role in the health and well-being of our communities, but they have faced challenges such as a lack of recognition, institutional support, and job opportunities. It is essential to strengthen their role, create jobs, and ensure respect for their work.
More than a profession, being a midwife is a vocation that involves accompanying mothers in crucial moments with professionalism and confidence. However, despite their historical importance, they often do not receive the recognition they deserve. To change this reality, it is key to promote job opportunities in hospitals, clinics, and community health programs.
The solution lies in organization, the creation of support networks, and the pursuit of partnerships with the public and private sectors. By joining forces, it is possible to reduce unemployment within the midwifery community and ensure that their work is seen as indispensable to social well-being.
The path to greater recognition and job stability requires commitment and collaborative work. The unity of midwives is their greatest strength in ensuring that their profession is valued and essential in society.
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