Exploring minority ethnic doctors' career transitions in medicine: a life course approach
Lead Research Organisation:
University of Birmingham
Department Name: Management
Abstract
Medicine is, within the UK, one of the most ethnically diverse professions but despite this, evidence suggests that ethnic minority doctors still face more challenges to their career progression than their white counterparts. The aim of this project is to increase our understanding of how ethnic minority doctors (and would-be doctors or 'aspirants') manage their transitions through the distinct stages of a medical career (from A level student to Consultant). We are seeking to discover what barriers they face and what strategies contribute to successfully being able to progress from one stage of a medical career to the next. We intend to use this knowledge to improve the career support to ethnic minority doctors and to help to improve doctor retention in the NHS.
The NHS has long faced challenges with ensuring it has sufficient numbers of doctors. There are limited numbers of training places and doctors take many years to train and gain necessary experiences but there are issues of burnout and the number of doctors leaving the profession. In addition doctors are retiring earlier with the rate of early retirement of doctors tripling since 2008 (Moberley, 2021). These factors, combined with the impact of the pandemic on our health services, mean that the doctor shortage is likely to be exacerbated with fewer medics on hand to meet increased demand. Issues of retention and support for UK doctors are likely to increase in importance in the post-pandemic years
As ethnic minority doctors are a key cohort of this workforce, and a group that has traditionally have faced problems with progression, then it is urgent and appropriate for us to examine in some depth how ethnic minority doctors transition through their careers. We recognise that there is a great deal of diversity within the category of 'ethnic minority' hence project will also help us to better understand the specific role that is played by other demographic features in the career of ethnic minority doctors (or aspirants). We want to examine whether barriers and strategies for success are different for ethnic minority doctors from different minority ethnic groups (e.g. do Black doctors, who are fewer in number, face different barriers or use different strategies to Asian doctors who are better represented?); different nationalities (e.g. what are the specific challenges and strategies for doctors who trained overseas?); and different social class backgrounds (e.g. how does coming from a family with fewer financial resources influence the way you navigate a career in medicine?). We will also look in detail at the extent to which male and female ethnic minority doctors face different barriers and use different strategies to transition through the career stages.
We will examine the career transitions of early, mid and late career-stage doctors to deepen our understanding of the challenges faced and the strategies adopted to address those challenges are different career points. In addition, as within medicine, careerists often move through different career stages at similar ages, it will also provide us within insight into how different generations of ethnic minority professionals perceive the relevance of their ethnicity to their career transitions and whether the strategies they adopt differ. We will be able to reflect on whether changing narratives around ethnicity in society and the increasing importance placed on promoting diversity and inclusion has influenced the way in which different generations of medics reflect on career barriers and the strategies for progression.
The NHS has long faced challenges with ensuring it has sufficient numbers of doctors. There are limited numbers of training places and doctors take many years to train and gain necessary experiences but there are issues of burnout and the number of doctors leaving the profession. In addition doctors are retiring earlier with the rate of early retirement of doctors tripling since 2008 (Moberley, 2021). These factors, combined with the impact of the pandemic on our health services, mean that the doctor shortage is likely to be exacerbated with fewer medics on hand to meet increased demand. Issues of retention and support for UK doctors are likely to increase in importance in the post-pandemic years
As ethnic minority doctors are a key cohort of this workforce, and a group that has traditionally have faced problems with progression, then it is urgent and appropriate for us to examine in some depth how ethnic minority doctors transition through their careers. We recognise that there is a great deal of diversity within the category of 'ethnic minority' hence project will also help us to better understand the specific role that is played by other demographic features in the career of ethnic minority doctors (or aspirants). We want to examine whether barriers and strategies for success are different for ethnic minority doctors from different minority ethnic groups (e.g. do Black doctors, who are fewer in number, face different barriers or use different strategies to Asian doctors who are better represented?); different nationalities (e.g. what are the specific challenges and strategies for doctors who trained overseas?); and different social class backgrounds (e.g. how does coming from a family with fewer financial resources influence the way you navigate a career in medicine?). We will also look in detail at the extent to which male and female ethnic minority doctors face different barriers and use different strategies to transition through the career stages.
We will examine the career transitions of early, mid and late career-stage doctors to deepen our understanding of the challenges faced and the strategies adopted to address those challenges are different career points. In addition, as within medicine, careerists often move through different career stages at similar ages, it will also provide us within insight into how different generations of ethnic minority professionals perceive the relevance of their ethnicity to their career transitions and whether the strategies they adopt differ. We will be able to reflect on whether changing narratives around ethnicity in society and the increasing importance placed on promoting diversity and inclusion has influenced the way in which different generations of medics reflect on career barriers and the strategies for progression.
| Description | Institutional Funding for Research Culture - Access To Success Pathways: Inclusive Research Excellence (ASPIRE) |
| Amount | £998,087 (GBP) |
| Funding ID | 228091/Z/23/Z |
| Organisation | Wellcome Trust |
| Sector | Charity/Non Profit |
| Country | United Kingdom |
| Start | 03/2024 |
| End | 03/2026 |
| Description | British Association of Physicians of Indian Origin Conference |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | A team member attended this event and used it to discuss the project with a range of doctors of Indian origin and also to help us to develop a relationship with this organisation. A follow up meeting requesting further information was held. A number of people who were spoken to at this event have subsequently become study participants and have helped us to find other study participants. |
| Year(s) Of Engagement Activity | 2023 |
| Description | British Caribbean Doctors and Dentists Association Launch |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | National |
| Primary Audience | Professional Practitioners |
| Results and Impact | I attended the official launch of the British Caribbean Doctors and Dentists Association to learn about their work and publicise the study and make connections with the committee so we can involve them in further engagement activities. This led to a follow up meeting and their support with recruitment of participants. |
| Year(s) Of Engagement Activity | 2023 |
| Description | Medical Students Piloting Study Questionnaire |
| Form Of Engagement Activity | A formal working group, expert panel or dialogue |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Undergraduate students |
| Results and Impact | As a part of the development of the questionnaire for the study, we engaged a group of about 30 Y3 medical school students to pilot and provide us with feedback on the questionnaire. We had a very engaged group of students who we discussed the wording of questionnaire with us in some depth. They were able to help make sure that the questionnaire would be fully understood by medical school students. We recognised their engagement and help by issuing letters for their professional development portfolios. One of the medical students from this event asked to be involved in other aspects of the study. This student did further work on a later iteration of the questionnaire and supported two of our focus groups with A level students. This student also ran Q&A sessions about medical school at the focus group sessions with A level students that she attended. |
| Year(s) Of Engagement Activity | 2023 |
| Description | Support for young people applying to medical school |
| Form Of Engagement Activity | Participation in an activity, workshop or similar |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Study participants or study members |
| Results and Impact | Recently, we conducted a Focus Group with Year 13 ethnic minority students at a local school as part of our focus group strand. At the end of the discussion, we asked the students how schools and universities could support them with their career goals. These students had all applied to study medicine, and they mentioned that they would like to receive support with preparation for medical school interviews. Being from less-than-affluent backgrounds, they were unable to afford private tutors to help them with interview preparation. They were studying at a comprehensive school, and felt inadequately supported by the school. They felt that receiving advice on interview preparation would give them confidence; they would feel more prepared and know what to expect. We contacted the Outreach and Widening Participation team at the University of Birmingham medical school who provided some helpful resources on medical school interview preparation which we passed on to the school. We also connected the WP team with school staff; together they discussed the possibility of an ongoing relationship wherein the WP Team would visit the school next year to advise the next cohort of students and support them with preparation for Medicine and Dentistry interviews. We also requested a 3rd year medical student at the University of Birmingham medical school who had previously been involved in a voluntary capacity in our study to support the students; she kindly agreed to give them some in-person interview preparation and practice. Subsequently, we conducted a focus group with medical aspirants at a local Further Education college. After the focus group, we spoke to the career advisor at the college. We mentioned the valuable support provided by the UoB outreach team. The career advisor expressed interest in accessing this support for her students; thus, we connected her with the WP team to formalise a relationship that would benefit the students of the college. |
| Year(s) Of Engagement Activity | 2024 |
| Description | Talk to Sixth Formers About How to Access Careers in Academia |
| Form Of Engagement Activity | A talk or presentation |
| Part Of Official Scheme? | No |
| Geographic Reach | Local |
| Primary Audience | Schools |
| Results and Impact | Presentation made to sixth form about how to access a career in academia. Presentation done as part of recruitment exercise for study focus groups with A level students. |
| Year(s) Of Engagement Activity | 2023 |