Your browser is no longer supported

For the best possible experience using our website we recommend you upgrade to a newer version or another browser.

Your browser appears to have cookies disabled. For the best experience of this website, please enable cookies in your browser

We'll assume we have your consent to use cookies, for example so you won't need to log in each time you visit our site.
Learn more

Ethnicity affects job chances for new nurses


Newly qualified nurses from minority ethnic groups are “disadvantaged” when it comes to getting a nursing job in London, ground breaking research has found. 

The odds of obtaining job offers are significantly lower for newly qualified nurses from some minority ethnic groups, according to researchers, which they described as “clearly unsatisfactory”. 

Previous research has suggested internationally recruited ethnic minority nurses are disadvantaged in employment opportunities. But this is the first to explore whether the issue also affects newly qualifieds from minority ethnic groups that have undertaken nursing education in this country.

The study involved 1,047 newly qualified nurses graduating from eight universities in London.

It showed that the odds of receiving an offer of employment by the time of qualification were lower than white British nurses for all the minority ethnic groups studied.

But the results were most striking for black African and Asian/Chinese ethnic groups, where the odds of having a job offer were half or less that of students of white British origin.

The study authors said the findings raised some “very important questions” about what factors influenced employment opportunities for newly qualified nurses from non-white and ethnic groups.

They questioned whether higher education institutions were giving minority ethnic students enough support, noting in particular help with interview technique. 

They also said it was important to consider the influence of the nurse recruitment process itself, highlighting that senior NHS management posts were dominated by white British people, and “therefore possibly….interview panels for nursing posts as well, which may influence recruitment”.

The authors said: “This study has demonstrated that minority ethnicity does lead to employment disadvantage, both for the individual and for the diversity of the workforce that is dealing with diverse needs in its patient population.

“Underneath there are persistent and difficult issues that universities and NHS employers need to tackle together.”

NHS Commissioning Board chief nursing officer Jane Cummings said she was “disappointed” by the findings and warned that “discrimination in any form is unacceptable and illegal”.

“Nursing leaders at all levels should be aware of the need to provide equality of access to jobs and opportunities for all staff.”

Ms Cummings said she was working closely with her BME advisory group, the Royal College of Nursing’s BME group and the NHS Confederation to address issues affecting minority ethnic nurses and midwives.

“Together, we are identifying a range of work to support BME nurses and midwives and to promote the huge benefits of a diverse nursing community,” she said.

The study, published in the International Journal of Nursing Studies, forms part of a research programme on factors affecting newly qualified nurses in the capital.

It was commissioned by the strategic health authority NHS London following concerns from nursing directors and educators on a range of issues affecting newly qualifieds, including competency, attrition, mentorship and equality.  

A spokesman for the SHA said: “NHS London welcomes this early work that was commissioned by our chief nurse, Professor Trish Morris Thompson, and will be integrating the initial findings into education commissioning plans.

“We also welcome the valuable contribution this work makes towards improving the quality of our future nursing welfare and ultimately patient care.”

In a separate report, published last week, the Royal College of Midwives said black midwives made up a disproportionate number of those facing disciplinary proceedings in London.

Using the Freedom of Information Act, the college requested information on disciplinary proceedings at 24 trusts in the capital over a 12 month period ending in June 2011.

While 32% of midwives in London were black/black British, 60% of the midwives disciplined were black/black British.

The RCM said its data also suggested there were harsher penalties for minority ethnic staff. Of the 10 midwives dismissed during the 12 months, all were black/black British.

RCM chief executive Cathy Warwick said the findings were a “real cause for concern”.

An NHS London spokesman said the SHA would look “very closely at the data collated”.


Readers' comments (20)

  • Tell me about it, it is not just London, but Cambridge too!

    Unsuitable or offensive? Report this comment

  • I am not superised one bit by this report. This has always being happening a long time and even worse now than before. I have experienced this myself No Quelification or experience will help.BME communities will always be disadvanged.
    This not just in london and maybe they should do more research in all of the UK up north especially.

    Unsuitable or offensive? Report this comment

  • That's worrying!

    Unsuitable or offensive? Report this comment

  • As devil's advocate one could of course say that the figures indicate that BME staff are less efficient as they are so often in trouble. From this one could extrapolate that it is reasonable to employ less of a group which is so prone to errors....

    What I would like to see is fairness in the system which might actually mean recruiting fewer students from BME groups. This paradox can be explained by the fact that I have been at a number of interviews where BME students have been recruited in the name of diversity - even though they wouldn't have been recruited if they were white... All we are doing is storing up problems for the future, and with the attainment levels of Pakistani and West Indian and African kids being poor at junior and senior school it is reasonable to suggest that we should only take those who meet required standards. With the graduate curriculum this is more likely to happen, and when we recruit the best I will look forward to more and more BME matrons and chief nurses.

    I now await the fury of those who would put correctness ahead of logic...

    Unsuitable or offensive? Report this comment

  • I am of West Indian origin and I will not sit here and be accused of having less than substantial level of education in the West Indies. You need to get your facts straight before you slurr your racists comments on the page. I am not surprised that Black and ethnic nurses are treated the way they are with persons like the person making the previous comment being on interviewing panels and being senior nurses.
    I know that nurses who are not BME can get away with what BME cannot. We need a fairer system, but how can it be with persons with this kind of mentality. BME will always be the ones to suffer under an unfair system.Equality within diversity I would say.

    Unsuitable or offensive? Report this comment

  • Alas, if you are different you will have those that are too small minded to appreciate the value that diversity can add. As a degree level individual who is about to embark on another degree to change career and become a nurse I enter the profession in the hope that my colleagues and my managers will view and appreciate my skill and intelligence above the colour of my skin. I have had a varied career to date and whilst it's been difficult, my skills and attributes have so far won through. With regards to children of BME being of low education attainment, research has proven that social status has a bigger impact on how well a child will achieve at school than the colour of their skin... I know that in 2010 the government were concerned about the low attainment level of children that weren't BME, especially boys.

    Unsuitable or offensive? Report this comment

  • Majority os studies conducted indicate that BME staff are 10 times more prone to be disadvantaged or looked down upon.
    the incidence of these cases does not mean capability so please colleagues look into the reasons why.
    Instead of continuing the process of inequality we should be looking into finding ways of correcting the discrimination.

    Unsuitable or offensive? Report this comment

  • "it is reasonable to suggest that we should only take those who meet required standards. With the graduate curriculum this is more likely to happen, and when we recruit the best I will look forward to more and more BME matrons and chief nurses."

    Racist slurs?
    I reckon that at interview I would turn down any candidate who is incoherent. What irks me is the suggestion from some lecturers we should take BME candidates in the interests of diversity [i.e. the Uni wants to be seen to be recruiting strongly]. If the candidate is weak we are not doing them a favour and may be wasting 3 years of their time if they seem likely to struggle. Those who do struggle and need to extend courses are then less likely to be recruited as we will have referred them during training.
    If I were a racist I would NOT be writing that I look forward to more BME senior nurses. I would argue that racism is more inherent in the view that BME candidates deserve preferential treatment. In the past I have turned down a white nurse for discussing overseas cultures in a disrespectful fashion, and have appointed many BME nurses to places on courses where they excelled and were then able to go on to become sisters and SSNs.

    I still hold that we need a level playing field and diversity should never be placed above ability...

    Unsuitable or offensive? Report this comment

  • As a nurse myself. I have seen BME nurses struggling to move from band 5 to six. They have gone from one interview to another but still do not get the band six post.You would think all the interviews they have gone for would prepare them to a successful interview in future but no they are still at band 5.They have spend five years in that ward but not skilled enough to lead the team at band six level. Shockingly, a newly qualifiednurse from a white background will come in and within 18months she will be a band 6 nurse.During the 18months period you can see the newly qualified white nurse being supported through. Why do they not show the same support to the black nurse showing 5years of dedication to the ward. When this discrimination goes out of the window the NHS will be a comfortable environment to work in. Acceptance of colour is needed desperately. Not everyone could be white

    Unsuitable or offensive? Report this comment

  • I would agree that there is a problem with promotion of BME nurses and believe there is a degree of racism at work here. I am a firm believer that equality of support and opportunity is required. As far as everyone being white goes I think the NHS would be a poorer place if we were all white in a muli-ethnic society!

    And despite this stance I was accused of racist slurs above...

    Unsuitable or offensive? Report this comment

Show 1020results per page

Have your say

You must sign in to make a comment

Please remember that the submission of any material is governed by our Terms and Conditions and by submitting material you confirm your agreement to these Terms and Conditions. Links may be included in your comments but HTML is not permitted.