Institutionalized disadvantage: older Ghanaian nurses’ and midwives’ reflections on career progression and stagnation in the NHS

Henry, Leroi

doi:10.1111/j.1365-2702.2007.02094.x

Cited by 46 publications

(69 citation statements)

References 7 publications

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“… There is only one study (Henry, 2007) incorporating BME midwives and it is important to hear the experiences of this distinct profession in light of the concerns raised in Gillen's (2012) article.…”

Section: Resultsmentioning

confidence: 99%

“…Racism took the form of being denied opportunities for study leave, lack of managerial interest in their career development and a fear of 'victimization' (Henry, 2007) or 'bullying' (Likupe, 2015) if complaints were raised. Bullying took the form of being disciplined for 'insignificant things' that were overlooked when carried out by white nurses and BME staff suffering from stereotypical views on how they were expected to behave (Archibong & Darr, 2010).…”

Section: Discussionmentioning

confidence: 99%

“…Henry (2007) acknowledges in her study that the sample was self-selecting risking those motivated to air grievances coming forward in lieu of those who feel more positively about their experiences in the UK. Dhaliwal & McKay (2008) acknowledge that their self-selecting sample was made up primarily of nurses from higher pay bands associated with managerial responsibility but argued that the virtue of this was that they had had a long career to reflect on and were able to offer a new perspective not readily available in other studies that existed at the time.…”

Section: Methodological Concerns and Limitations Of The Literature Reviewmentioning

confidence: 99%

“…Others focus groups with respondents from diverse background discussed a process of patronage which meant white colleagues were given coaching and access to support not offered to BME staff and given inadequate feedback when unsuccessful. Henry (2007) nurses from the Philippines and India considered themselves superior due to overseas recruitment strategies favouring these countries which was echoed by a manager who saw Filipino nurses as 'quick' but African nurses as 'not bothered'. Indeed, this is a strength of Likupe's (2015) study in that it includes views of seven managers, only one of whom was BME, and their comments corroborate the nurses' perceptions of discrimination as well as revealing racist attitudes from those with the power to address it.…”

Section: Theme Two -Stagnation -'You Have To Be Twice As Good… To Getmentioning

confidence: 99%

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The experiences of black and minority ethnic nurses working in the UK

Pendleton

2017

Br J Nurs

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Evidence suggests that black and minority ethnic (BME) nurses and midwives are more likely to face fitness to practice hearings and less likely to be in managerial positions than white registrants (Gillen, 2012;Kline, 2014) The literature also describes experiences of covert as well as overt racism between the white majority and BME staff as well as 'horizontal racism' between BME staff of differing ethnicities (Smith et al., 2006).

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Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Methodological Concerns and Limitations Of The Literature Reviewmentioning

confidence: 99%

Section: Theme Two -Stagnation -'You Have To Be Twice As Good… To Getmentioning

confidence: 99%

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The experiences of black and minority ethnic nurses working in the UK

Pendleton

2017

Br J Nurs

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“…This result is surprising, given the wealth of literature regarding the experiences of Black and Minority Ethnic (BME) nurses and midwives in relation to racial harassment and job satisfaction. In relation to CPD, Henry (2007) found that Ghanaian nurses working in the NHS were disadvantaged in terms of adequate support and training for career progression. However, Shields and Wheatley Price (2002) found that where equal opportunities policies were in place within an organisation, racial harassment by staff was reduced significantly.…”

Section: Ethnicitymentioning

confidence: 99%

“A wealth of knowledge”: A survey of the employment experiences of older nurses and midwives in the NHS

Wray¹,

Aspland²,

Gibson³

et al. 2009

International Journal of Nursing Studies

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(377 words):Background: The United Kingdom's National Health Service workforce is ageing, and the specific needs of this sector of its workforce need to be addressed. Nursing and midwifery shortage is a worldwide issue, and with increasing demands for care the retention of older nurses and midwives is crucial.Objectives: To report on the employment experiences of nurses and midwives with a particular focus on issues relating to age, ethnicity, ill-health and disability.Design: The postal survey was developed following a literature review and analysis of National Health Service and Government policy documents.Settings: This was a UK-wide survey of nurses and midwives working in National Health Service Trusts and Primary Care Trusts in the UK. 2Care Trusts participated, with 2610 surveys distributed; 510 surveys were returned (20% response rate).Results: Nurses and midwives aged 50 years and over had undertaken fewer Continuing Professional Development activities than nurses and midwives under 50. Whilst not related to age, the study also found that twenty percent of the survey sample reported experiencing some form of discrimination.Nurses and midwives did not differ on either quality of life or psychological health using standard instruments. Having a disability did not lead to greater psychological morbidity but did have a negative effect on quality of life.Having a work-related illness had a negative impact on both quality of life and psychological morbidity. In relation to ethnicity, black nurses and midwives reported lower psychological morbidity than other ethnic groups; that is, they enjoyed a higher level of mental wellbeing. Conclusion:The nursing and midwifery workforce is ageing worldwide with a significant proportion now approaching, or having already reached, potential retirement age. With the recent introduction of the age legislation the working lives of older nurses and midwives in the National Health Service have never been more relevant. Whilst access to Continuing Professional Development is pertinent to the retention of nurses and midwives of all ages, in this study, older nurses reported less access than younger nurses.

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Psychosoziale Belastungen und Beanspruchungen in der Altenpflege: Vergleich zwischen Pflegekräften mit und ohne Migrationshintergrund

Ulusoy¹,

Wirth²,

Lincke³

et al. 2018

Z Gerontol Geriat

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Institutionalized disadvantage: older Ghanaian nurses’ and midwives’ reflections on career progression and stagnation in the NHS

Abstract: These processes can lead to sectors of the workforce becoming demoralized, to the wastage of skills and other resources and problems in staff retention.

Cited by 46 publications

References 7 publications

The experiences of black and minority ethnic nurses working in the UK

The experiences of black and minority ethnic nurses working in the UK

“A wealth of knowledge”: A survey of the employment experiences of older nurses and midwives in the NHS

Psychosoziale Belastungen und Beanspruchungen in der Altenpflege: Vergleich zwischen Pflegekräften mit und ohne Migrationshintergrund

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