WHAT IS BLOCKING YOUR CAREER PROGRESSION?
“The days when NHS staff can progress at equal level is the day NHS can say they are truly inclusive and equal. If newly graduated nurses can reach to Band 8 within 3 years and non-clinical support staff to Band 6 but ethnic minority staff have to wait atleast minimum 10-20 years”. Mushtag
@mskahin1 (Twitter)
The above tweet from Mushtag was as usual a ‘pause for thought’ read and it reminded me of something a couple of Nurses from an ethnic minority background told me when i asked them why they had not applied for the Band 7 post in their department? Their answer was sad, but not shocking and was one i had heard several times, including from myself- They did not want the added stress and lack of support that came with moving up and that they were comfortable where they were, not happy or content but comfortable. A put your invisible head down and get on with the work, kind of situation. Get your pay and maintain the status quo!
As a Black Nurse, i understood this all too well. When opportunities seem like traps, not because you are not qualified, (in fact you are most likely overqualified, given that we always have to put in twice the work!). But because, you have witnessed those before you, who worked hard, climbed the ladder only to find that there is no support whatsoever at the top. That you would be expected to take on much more and often for much less. That the brick walls you will encounter will knock you so hard that you will end up being a shell of the person you once were and that finally you will pay heavily with your health, only to realise that even in sickness/illness, we are still not the same!
At one former workplace, Black Nurses were terrified of promotions. They told me that it was because they had witnessed their colleagues being sacked right after being promoted. To them a promotion to either Ward Sister or Manager = a P45. There was this one ward that seemed to have problems and no manager had ever survived once they were moved to that ward, most had to be redeployed elsewhere. So when one of the Black senior Nurses on our ward, after years of applying, got given the post of ward sister and moved to that ward, instead of celebrating her promotion, all the Black Nurses were sad, a mourning of sorts, because they were sure she was on her way out. That is how messed up this whole situation was.
This whole situation is also reflected in the Ethnicity Pay Gap as is evident in the research paper below ⬇️ . One may say, that Agenda for Change(AFC) has eliminated inequality and the pay gap or that within the NHS it is not common for there to be pay gaps amongst Nurses due to banding. But even within those banding, there are different pay-points and your moving up a pay-point is dependent on your managers assessment during your PDR, also on what progresses you have made. If you have not been given those opportunities to better yourself, to improve your practice, access to training which is not just the run of the mill mandatory training! If you have not been afforded those opportunities but instead have had your workload increased, as a warped way of rewarding your hard work, that you have proved that you can handle more responsibility, but without the correct pay, then a pay gap ensues and inequality is at play, do not be fooled.
