“It’s only the skin colour, otherwise we are all people”: the changing face of the Australian nurse (original) (raw)
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Journal of Psychological Issues in Organizational Culture, 2013
As the workforce in the British National Health Service (NHS) has become more diverse, several researchers have reported that experiences of overseas nurses have been largely negative. This paper explores Black African nurses' experiences of equal opportunities, racism, and discrimination in four NHS trusts in northeastern England. Thirty nurses from sub-Saharan countries working in four NHS trusts were interviewed between 2006 and 2008 using semistructured interviews and focus group discussions to gain an insight into their experiences in the NHS. This study suggests that Black African nurses experienced discrimination and racism from White colleagues and other overseas nurses, managers, and patients and their relatives as well as lack of opportunities in their workplaces. Managers seemed to treat British and other overseas nurses more favorably than Black African nurses. Although much progress has been made in valuing and embracing diversity in the NHS, this article highlights areas in which more work is required.
Experiences of African nurses and the perception of their managers in the NHS
Journal of Nursing Management, 2013
This study aims to explore experiences of racism, discrimination and equality of opportunity among black African nurses and their managers' perspective on these issues. Background: International nurse migration has brought increased diversity in the nursing workforce internationally. These nurses have reported negative experiences associated with their integration in host nations. The United Kingdom has a long history of international nurse recruitment which has been associated with experiences of racism and discrimination of these nurses despite different equality acts. Experiences of black African nurses and perceptions of their managers are good indicators of how effective these equality acts have been. Method: A qualitative approach was used to gain an insight into black nurses' experiences and those of their managers in the United Kingdom National Health Service. Findings: Nurses and managers reported that black African nurses face racism, discrimination and lack of equal opportunities in the British National Health Service. Conclusions: Racism and discrimination of black and ethnic minority nurses are present in
Understanding Race and Racism in Nursing: Insights from Aboriginal Nurses
ISRN Nursing, 2012
Purpose. Indigenous Peoples are underrepresented in the health professions. This paper examines indigenous identity and the quality and nature of nursing work-life. The knowledge generated should enhance strategies to increase representation of indigenous peoples in nursing to reduce health inequities. Design. Community-based participatory research employing Grounded Theory as the method was the design for this study. Theoretical sampling and constant comparison guided the data collection and analysis, and a number of validation strategies including member checks were employed to ensure rigor of the research process. Sample. Twenty-two Aboriginal nurses in Atlantic Canada. Findings. Six major themes emerged from the study: Cultural Context of Work-life, Becoming a Nurse, Navigating Nursing, Race Racism and Nursing, Socio-Political Context of Aboriginal Nursing, and Way Forward. Race and racism in nursing and related subthemes are the focus of this paper. Implications. The experiences of Aboriginal nurses as described in this paper illuminate the need to understand the interplay of race and racism in the health care system. Our paper concludes with Aboriginal nurses' suggestions for systemic change at various levels.
2014
African Caribbean people have been major supporters of the British National Health Service (NHS) From its inception in 1948. It is widely argued that it would have never survived without their support. They were invited to fill those unwanted gaps that were left by local people. However, the extent to which they were valued and appreciated while undertaking difficult, challenging NHS jobs has been questioned, with well documented reports of institutional racism,discrimination and lack of promotion to senior positions. The NHS continues to suffer from a chronc shortage of nurses and is still heavily reliant on migrants from Europe. This research text highlights the voices of British migrant children and young people, responding to diminishing numbers of Black nurses in the NHS. They tell their stories about their attempts to positively participate in present and future nursing careers despite a feeling of being actively discouraged from joining the profession. This is because of anec...
Journal of Transcultural Nursing, 2014
Purpose: Substantial health disparities exist between Māori—the indigenous people of Aotearoa New Zealand—and non-Māori New Zealanders. This article explores the experience and impact of racism on Māori registered nurses within the New Zealand health system. Method: The narratives of 15 Māori registered nurses were analyzed to identify the effects of racism. This Māori nursing cohort and the data on racism form a secondary analysis drawn from a larger research project investigating the experiences of indigenous health workers in New Zealand and Canada. Jones’s levels of racism were utilized as a coding frame for the structural analysis of the transcribed Māori registered nurse interviews. Results: Participants experienced racism on institutional, interpersonal, and internalized levels, leading to marginalization and being overworked yet undervalued. Discussion and Conclusions: Māori registered nurses identified a lack of acknowledgement of dual nursing competencies: while their clin...
Motivations, migration and experiences of black African nurses in the United Kingdom
2011
This thesis explores experiences of black African nurses from sub-Saharan Africa in the UK. The exploration starts with motivational factors which cause black African nurses to migrate, as it is argued that migration trajectories have an influence on nurses' experiences. Managers' experiences are also explored to obtain their perspectives. A qualitative approach was used as a methodological framework. Focus groups and individual, semi-structured interviews were used to explore experiences of black African nurses working and living in the UK. Semi-structured interviews were used to collect data from managers working with black African nurses. The data were analysed using Spencer, Ritchie and O'Connor's framework. In total 30 black African nurses were interviewed, comprising 4 focus groups and 15 individual interviews. The number of managers interviewed was 10. The results indicate that black African nurses move to the UK as a result of historical, political and economic factors. However, the main factors are immigration policies and practices of the British government. Migration trajectories of black African nurses indicate that black African nurses are recruited to a subordinate position in the British National Health service; as a result, nurses are stereotyped and experience prejudice, racism and discrimination. Managers' accounts largely echo black African nurses' experiences. CONTENTS Page Acknowledgements viii List of figures ix List of tables x Chapter 1 Introduction to the thesis Section 1.1 Background to the study Section 1.2 Organisation of the thesis Chapter 2 Literature review on Migration Motives Section 3.3.7 Adjustment to a new environment Section 3.3.8 Differences in communication Section 3.3.9 Exploitation Section 3.3.10 Racism and harassment Section 3.3.11 Equal opportunities Section 3.3.12 Discrimination Section 3.4 Discussion of chapter