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

Pendleton, John

doi:10.12968/bjon.2017.26.1.37

Cited by 17 publications

(19 citation statements)

References 21 publications

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“…A crucial revelation also emerged through the themes. Evidence suggests the varying forms of discrimination or racism was a prominent experience of BME nurses in the UK (NHS Confederation, 2020;Pendleton, 2017;West et al, 2015;Woofter, 2019). This corroborates with Ryan's (2007) study on Irish nurse's insider/outsider experiences of conflicting identities.…”

Section: Organisational (Externalised) Forcesmentioning

confidence: 69%

“…The true nature of which had not been ascertained. But it is questionable whether lack of confidence was a consequence of deskilling or whether it was assumed they (mainly African nurses) "are not bothered" about career progress (Pendleton, 2017). Grace stated that, …maybe…if I am like reflecting on myself, maybe potentially my confidence in terms of applying for those roles, I guess.…”

Section: Personal (Internalised) Conflict: Lack Of Self-confidencementioning

confidence: 99%

“…An issue which tended to block careers, was transparency in selection and recruitment procedures. Several decades of contributions have bought important attention to this issue, including: Coghill (2017), Dhaliwal and McKay (2008), Henry (2007), Kline (2014), Pendleton (2017), Workforce Race Equality Strategy (WRES) (2019).…”

Section: Organisational (Externalised) Forcesmentioning

confidence: 99%

“…It is questionable why, as a world renowned and diverse 'National' Health Service (NHS), its Black Ethnic and Minority (BME) nurses lag behind their White counterparts to reach 'Very Senior Managers' (VSM) positions and 8a, 8b, 8c,8d and 9 Bands (Kratt, 2018;NHS Confederation, 2019;Pendleton, 2017;West et al, 2017;Workforce Race Equality Standard [WRES], 2019). Upon qualifying, UK nurses register with the Nursing and Midwifery Council (NMC) as a Band 5.…”

Section: Introductionmentioning

confidence: 99%

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One Size DOES NOT Fit All: Black British-Born Mental Health Nurses and Factors Influencing their ‘National’ Health Service Career Progression

Isaac

2020

J Ethn Cult Stud

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Evidence suggests that Black and Minority Ethnic nurses in England’s National Health Service significantly lag behind their White counterparts in Bands 8a, 8b, 8c, 8d & 9 and ‘Very Senior Managers’ positions. Some attribute unequal positions of these nurses to discrimination, racism, exclusion, classism and other forms of disadvantage. Other factors however, are obscured through the accounts of predominantly Black overseas nurses. National Health Service Trusts’ workforce data tends to be gathered using the acronyms BME or BAME. Narrow ascriptions of skin colour or ethnicity to signify experiences of nurses as BME or BAME overlook complexed factors influencing their career. The aim of this study is to understand the career progression of Black British-born nurses as current literature fail to meaningfully account for their experiences. To understand the issues influencing the apparent lag, this study utilised a qualitative approach. Data collection was supported by semi-structured interviews. Unlike other studies, participants revealed very little to suggest discrimination as a hindering factor of career progression. Such a finding indicated that socialised ‘British cultural capital’ constitutes a strong ‘helping factor’ to override the ‘hindering factor’ of their ‘Black ethnic identity’. This implies that National Health Service Trusts equal opportunities policy drivers should apply more robust ethnic monitoring and reporting systems. Consequently, its grading structures would be best placed to represent and compare intergroup nuances between ethnic minority nurses. It will become inescapable for the UKs National Health Service not to address intersectional factors of ethnic identity, due to historical and persistent exposure of workforce inequities.

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Section: Organisational (Externalised) Forcesmentioning

confidence: 69%

Section: Personal (Internalised) Conflict: Lack Of Self-confidencementioning

confidence: 99%

Section: Organisational (Externalised) Forcesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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One Size DOES NOT Fit All: Black British-Born Mental Health Nurses and Factors Influencing their ‘National’ Health Service Career Progression

Isaac

2020

J Ethn Cult Stud

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“…Research has examined excessive scrutiny by White supervisors doubting Black male resident assistants' competence in six historically White institutions in the United States (Harper et al, 2011). Similarly, studies have explored excessive and unnecessary monitoring of racialized workers by White line managers in Australia (Lewis and Gunn, 2007) as well as Black and minority ethnic midwives and nurses in the United Kingdom (Pendleton 2017). In all of these cases, it was determined that these processes had not only generated undue angst but had also fomented demoralizing conditions at work.…”

Section: Resultsmentioning

confidence: 99%

THEBODY, THESTRANGER, ANDCORDON MINORITAIRE

Asey

2021

Du Bois Rev.

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Canada is touted as a diverse, tolerant, and multicultural country where the prevailing understanding is that racial injustices emanating from structural oppression are not widespread. Analysing lived experiences of racialized participants who worked in publicly funded places of employment in British Columbia (BC), this qualitative study offers a phenomenological exploration of a particular manifestation of racial discrimination: that of quarantine-like containment of mobility at work. Examining undue restrictions and mobility limitations imposed on participants, this article will use three metaphors—stranger for racialized individuals, body for workplaces, and cordon minoritaire as the process of containing the mobility of strangers within the body—to present and discuss findings on: 1) excessive targeted scrutiny; 2) wrongful seating arrangements; 3) cold and transactional interactions; and, 4) bad faith references. In this regard, cordon minoritaire is presented as a novel analytical framework to illustrate the ways in which racialized workers were cordoned off, with their professional freedoms and career mobilities restricted, in order to quarantine White ecosystems of employment. Consequently, cordon minoritaire machinations created perniciously unequal conditions that fundamentally and unjustly constrained participants into working under discriminatory conditions—depravities that are at odds with whimsical notions of Canada as tolerant, multicultural, and morally superior to its neighbour south of the border.

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The experiences of culturally and linguistically diverse health practitioners in dominant culture practice: a scoping review

Harris,

Lau-Bogaardt,

Shifaza

et al. 2024

Adv in Health Sci Educ

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Increasing the proportion of culturally and linguistically diverse (CALD) health practitioners is identified as one strategy to address healthcare disparities that individuals from minority or under-represented backgrounds experience. However, professional and institutional cultures and structures are known to contribute to the challenges for CALD practitioners who work in dominant culture practice contexts. This scoping review used the theory of Legitimate Peripheral Participation to describe and interpret literature about the experiences of CALD health practitioners in view of informing strategies to increase their representation. A systematised search was conducted across four allied health, medicine and nursing databases. Following abstract and full text screening, articles which fit the inclusion criteria (n = 124) proceeded to data extraction. Categories relating to the experiences of practitioners were extracted, and three themes were identified that were subsequently theoretically interpreted: Discrimination, Consequences and Hierarchy. Discrimination functioned as a barrier to CALD practitioners being legitimised and able to participate equally in healthcare practice, retaining their position at the periphery of the practice community; Consequences reinforced this peripheral position and further impeded legitimation and participation; and Hierarchy was maintained through structures that reinforced and reproduced these barriers. The findings summarise how these barriers are reinforced through the intersections of professional and racial hierarchies, and highlight a need for strategies to address discrimination and structures that marginalise CALD practitioners’ identity, practices and participation in their health professional communities.

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

Cited by 17 publications

References 21 publications

One Size DOES NOT Fit All: Black British-Born Mental Health Nurses and Factors Influencing their ‘National’ Health Service Career Progression

One Size DOES NOT Fit All: Black British-Born Mental Health Nurses and Factors Influencing their ‘National’ Health Service Career Progression

THEBODY, THESTRANGER, ANDCORDON MINORITAIRE

The experiences of culturally and linguistically diverse health practitioners in dominant culture practice: a scoping review

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