Exploring minority ethnic doctors' career transitions in medicine: a life course approach

在英国，医学是种族最多元化的职业之一，但尽管如此，有证据表明，少数民族医生在职业发展方面仍然面临着比白人医生更多的挑战。这个项目的目的是增加我们对少数民族医生(以及未来的医生或有抱负的人)如何在医疗职业生涯的不同阶段(从A级学生到咨询师)管理过渡的理解。我们正在寻求发现他们面临哪些障碍，以及哪些策略有助于他们成功地从医疗事业的一个阶段进步到下一个阶段。我们打算利用这些知识来改善对少数民族医生的职业支持，并帮助提高NHS的医生留存率。NHS长期以来一直面临着确保其拥有足够数量的医生的挑战。培训名额有限，医生需要多年的时间来培训和获得必要的经验，但也存在职业倦怠和医生离职人数的问题。此外，医生正在提早退休，自2008年以来，医生提前退休的比率增加了两倍(Moberley，2021)。这些因素，再加上大流行对我们卫生服务的影响，意味着医生短缺可能会加剧，因为手头需要更少的医务人员来满足日益增长的需求。在疫情爆发后的几年里，英国医生的留住和支持问题可能会变得更加重要。由于少数族裔医生是这一劳动力的关键群体，并且传统上一直面临进步问题，因此我们迫切而适当地深入研究少数族裔医生如何在他们的职业生涯中过渡。我们认识到“少数族裔”这一类别有很大的多样性，因此该项目也将帮助我们更好地了解其他人口统计特征在少数族裔医生(或有抱负的人)职业生涯中所扮演的具体角色。我们想研究的是，对于来自不同少数民族的少数民族医生来说，成功的障碍和策略是否不同(例如，黑人医生的数量较少，他们面临的障碍不同，还是对更具代表性的亚裔医生使用不同的策略？)；不同的国籍(例如，对于在海外接受培训的医生有哪些具体的挑战和策略？)；以及不同的社会阶层背景(例如，来自经济资源较少的家庭如何影响你在医学领域的职业道路？)。我们还将详细研究男性和女性少数民族医生面临不同障碍的程度，并使用不同的策略来过渡职业阶段。我们将研究职业生涯早期、中期和晚期医生的职业转型，以加深我们对所面临挑战的理解，以及为应对这些挑战而采取的策略是不同的职业要点。此外，就像在医学领域一样，职场人士往往在相似的年龄经历不同的职业阶段，这也将使我们深入了解不同世代的少数民族专业人员如何看待他们的种族与他们的职业转型的相关性，以及他们采取的策略是否不同。我们将能够反思社会中围绕种族的不断变化的叙述以及对促进多样性和包容性的日益重视是否影响了不同世代的医务人员对职业障碍和进步战略的反思方式。

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 yearsAs 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.