Our Stories
At Diaspora Charity Network, we believe that every story has the power to inspire, to educate, and to transform. Through the stories of those we support and the individuals who make a difference, we hope to spark empathy, fuel generosity, and empower positive change in the lives of those who read them."
Retaining Care Workers in the UK
Written by Anne Kazungu Okwera 11 October 2025
At Diaspora Charity Network (DCN) we celebrate the vital role that diaspora communities play in strengthening societies both at home and abroad. One sector where this contribution truly stands out is the UK health and social care industry. Many of our members and supporters work in this field, quietly making a difference every single day.
Many UK employers say it’s hard to find and keep good care workers — but from my experience, it doesn’t have to be.
I come from a human resources background, and over the last five years, I’ve also worked within the UK health and social care sector. This dual experience has given me insight into what truly helps retain care workers — especially those from the diaspora community, who make up a significant part of this workforce.
It’s no secret that many diaspora professionals — from Africa, the Caribbean, and other regions — often find work in health and social care when they move abroad. Having been part of this community, I want to acknowledge the immense contribution diaspora workers make to keeping the UK’s care system running.
From my observation, the live-in care sector in particular is largely supported by the Black and minority ethnic community. Many of these carers take on demanding roles, often sacrificing family time and personal comfort to make ends meet and support loved ones back home.
By contrast, many local (white British) workers tend to prioritise work-life balance, which is an entirely valid and healthy choice. However, this difference in priorities highlights just how much dedication and resilience diaspora carers bring to the sector often without the recognition or support they deserve.
So, what keeps carers especially diaspora carers loyal to an employer? In my experience, it comes down to a few simple but powerful principles:
Flexibility: Allow carers to manage their own schedules, especially those balancing family or studies.
Respect: Communicate clearly, value their time, and treat them with dignity.
Fair Pay & Communication: Ensure pay is prompt, fair, and transparent.
Support & Environment: Provide safe, comfortable working and living conditions, and support carers when challenges arise.
When employers get these basics right, retention follows naturally.
Caring for carers — especially those from the diaspora who give so much of themselves isn’t just good ethics; it’s good practice and good business.
At DCN, we believe in recognising the unseen heroes of our communities. The diaspora workforce continues to uphold the UK’s care system with strength, compassion, and dignity. Let’s continue to advocate for better working conditions, fair recognition, and the wellbeing of carers everywhere.
https://www.diasporacharitynetwork.com
The Urgent Need for Better Social Housing and Tenant Support in UK
Written by Anne Kazungu Okwera 23 September 2025
As members of the African diaspora living in London, many of us quickly learn the difficulties of navigating the housing system. Private renting in the city is not only expensive, but also often comes with the burden of negotiating with unwilling landlords, unsafe living conditions, and constant financial pressure.
Coming from Africa, I deeply appreciate the fact that social housing exists in the UK offering affordability and support through local councils. However, the reality is that access to social housing is painfully slow. My own family joined the Greenwich housing list in 2020, and every week we continue to bid. Most times, we are informed that we are in the 700s on the list, with no clear indication of when or if our situation will improve
Despite paying one of the lowest rents in the area (£1,400 for a two-bedroom house), our income and reliance on benefits make it impossible to save for a home of our own. And while new social housing is being built, the demand far outweighs supply.
In the meantime, private renters like us are left vulnerable. In January 2025, we woke up to a leaking ceiling in our daughter’s bedroom. The damage was so severe there was a real risk of the ceiling collapsing. When we contacted the council, we were told we were not a priority. Only after an environmental officer intervened did the landlord attempt repairs — three months later. In the meantime, our daughter had to sleep in the living room.
Sadly, this is just one of several disrepair issues we continue to live with, with no immediate solutions in sight. Moving is equally difficult — many housing estates demand tenants earn three times the rent, and guarantors must earn four times the rent and even own property. For low-income households, these requirements are impossible to meet.
We now live with overcrowding, especially as our family has grown to include a grandson, yet there has been no meaningful response to our pleas for help, even after contacting our MP.
This experience is not unique. Many low-income and diaspora families across London face the same struggles.
We urgently need:
* More investment in social housing so that waiting lists move faster and families are not left in limbo for years.
* Stronger protections for private renters, ensuring landlords are held accountable for disrepair and unsafe conditions.
* Fairer affordability checks, so that low-income households are not excluded from housing options by impossible financial criteria.
* Greater support for families on benefits, especially those with children and health needs.
Housing is not just about shelter. It is about dignity, health, and security. Without it, families are left to suffer silently, with little hope for change.
Our diaspora communities must come together to raise awareness and advocate for housing reform — so that every family, no matter their income or background, has access to safe and affordable homes.
The writer is a social activist and founder of Diaspora Charity Network an initiative that brings together individuals or groups doing charitable work back in their home countries
https://www.diasporacharitynetwork.com
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All I need is a chance: My journey trying to rebuild a HR career in the UK
In recognition of International HR Day
Written by Anne Kazungu Okwera
This week, May 20th, as the world marked International HR Day, I found myself reflecting not just on the profession I love but on my own journey — the highs, the struggles, and the silent hopes I carry with me every day.
When I moved to the UK in 2020, I brought with me over seven years of Human Resources experience. Back home, I had worked hard to build a career grounded in people development, conflict resolution, policy implementation, and employee wellbeing. HR, to me, has always been about more than just systems or procedures — it’s about people, purpose, and creating workplaces where everyone can thrive.
Naturally, I expected that experience to count for something. But once I arrived here, I quickly realised that breaking into HR in the UK as someone from the diaspora wasn’t going to be easy. Despite everything I had achieved, it felt like I had to start over.
I was fortunate to secure a remote HR Advisor role in the charity sector, which ran successfully for two years. But when it ended last August, I thought, “I’ve got this — now I have UK-based experience too.” Unfortunately, that confidence has slowly been worn down. Since then, I’ve applied to countless roles. I’ve tailored my applications, reached out, and followed up — and still, the rejections come, or worse, no response at all.
I’m now at a point in my career where I just wish someone would give me a chance. I’m not asking for handouts. I know I’m capable, hard-working, positive, and adaptable. I bring both an international perspective and local experience, and I care deeply about the impact HR can make — not just on business outcomes, but on real people’s lives.
It’s frustrating to see how often the value of overseas experience is overlooked. I’ve come to believe that many recruiters and hiring managers don’t look past what’s familiar. And yet, this week we’ve seen HR professionals across the globe celebrating their role in creating fair, inclusive, and supportive workplaces.
I can’t help but wonder: Who’s looking out for the HR professionals trying to get a foot in the door? Who’s making space for people like me — with global experience, fresh perspective, and proven resilience — to contribute to the profession we love?
This International HR Day, I’m not just celebrating the field — I’m also calling for it to be more open, more inclusive, and more reflective of the values it stands for.
To the recruiter, hiring manager, or HR leader who might read this: look again. Talent doesn’t always come wrapped in the familiar. Sometimes, it’s right in front of you — just waiting for a chance to shine. Anne Okwera is an HR professional and the author of The Girl from Orussi. My journey up the career ladder, Anne is also the founder of the Diaspora Charity Network.
