Abstract
The aim of this paper was to explore the experiences of perceived prejudices faced in England by Black African mental health nurses. Purposive sampling was used to identify five nurses from sub-Saharan Africa. They were interviewed using face-to-face semi-structured interviews. Data were analysed using interpretative phenomenological analysis (IPA). The findings were reported under two superordinate themes: Judging a book by its cover and opportunities. The findings showed that Black African nurses experience deep-rooted discrimination and marginalisation. Aside from that, because of their ethnicity and the fact that they speak English as a second language, they face discrimination and have difficulty achieving leadership roles. These findings provide key stakeholders, such as nursing trade unions and professional associations, as well as NHS employers, with the opportunity to act to counter hegemony in the NHS and recognise that discriminatory and racially related barriers hinder Black African nurses from reaching their full professional potential.
Highlights
This article is part of a larger study addressing the marginalisation and prejudice faced by Black African mental health nurses working in England
The disclosures from the participants that they experienced profound problems of inequality, alienation and career development concerns are consistent with Likupe et al.,'s. (2014) report of unequal working prospects faced by Black African nurses
The findings are consistent with the literature that Black African nurses are stereotyped, routinely discriminated and excluded from senior roles (Beard & Julion, 2016; Chartered Institute of Personnel and Development (CIPD) (2017); Iheduru-Anderson, 2020a; Iheduru- Anderson, 2020b; Iheduru-Anderson & Wahi, 2018; Likupe et al, 2014; Wood & Wybron, 2015)
Summary
This article is part of a larger study addressing the marginalisation and prejudice faced by Black African mental health nurses (hereinafter Black African nurses) working in England. Some scholars have argued that the National Health Service (NHS) has made considerable strides in valuing and embracing workplace diversity (Likupe & Archibong, 2013), the recent announcement that Black, Asian and Minority Ethnic (BAME) populations and healthcare staff in England experience disproportionate deaths from the coronavirus pandemic has caused widespread fear and anger (Royal College of Psychiatrists, 2020). In the late 1990s, the Labour government, faced with a persistent shortage of nurses in the NHS, embarked on a massive international recruitment drive of nursing staff from all over the world, including those from
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