Marginalisation and exclusion of the Black African community in the UK

The essay evaluates marginalisation and exclusion of the Black African community in the UK. To shed light on the topic, the essay looks at how politics, social and demographic determinants of health impact this community. With the help of intersectionality, the essay examines how elements such as gender, class and race playout in the marginalisation and exclusion narrative of Black Africans. This section highlights systemically perpetuated inequalities, political disenfranchisement, discriminatory policies and practices that lead to the marginalisation and exclusion of this community whether on housing, employment of even education. Black Africans suffer enormous rates of joblessness, poor housing condition while over saturated in low paying jobs. While the majority leave in abject poverty, systemic marginalisation and political disenfranchisements pushes this group to the gutters. Also the essay will make recommendations on how service providers and practices can be shaped to provide inclusive and holistic care to Black Africans in the UK. However, these recommendations are informed by the National Midwifery Code (NMC) (2018) based on five elements namely, prioritising people, practice competently, enhance safety and champion for professionalism and trust. Recommendations include challenging systemic inequalities and discriminatory policies, providing cultural sensitive education to patients, creating an enabling environment that promotes diversity. Working in partnership with the Black African community and involving them in care. The essays wraps up with a conclusion.

A description of the chosen group: Black African

Black African ethnicity is one of the black and minority groups (BAME) that are marginalised in the UK. The Minority Rights Group (2023), the black population group are immigrants from Africa and the West Indies that migrated to the UK in the 1950s. however, from 1984, this ethnicity involved not only immigrants but also UK-born blacks. Based on the 2021 census, the black African population is the third largest racial ethnicity representing 4% of the total population (Gov.UK, 2022).

How Black Africans have been marginalised/excluded?

The intersectionality theory offers an approach to examining the interdependencies and interconnection between social identities and systems including gender, class, and race (Bauer et al., 2021). These factors therefore present independent and overlapping systems of disadvantage or discrimination to recognise individuals’ social and social experiences. In this respect, the theory depicts that each person has distinct experiences of oppression as well as discrimination. As a result, from the intersectional perspective, the Black African population is marginalised on the basis of their, gender and race. Serrant (2021) found that in the UK, black women have poorer health outcomes, prognosis, and significant morbidity from preventable health concerns than white Britons.

Besides gender, this BME group has been excluded due to ethnicity however, it remains resilient regardless of the consequences of systemic racism (Black Equity Organisation [BMO],2022). In particular, 65% of blacks they margined by healthcare providers while 60% are not promoted to employment because of their ethnicity. Furthermore, 59% have experienced wrongful arrest, stop and search. Despite the enactment of the Race Relational Act in 1965, minority communities in the UK continue to face discrimination in criminal justice, work, and education (Hackett et al., 2020). BBO (2022) similarly indicates that 50% of black parent believe that their children are represented in teaching workforce or curriculum materials.

Marginalisation and exclusion of the Black African community in the UK

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Political, social, and demographic determinants

The political experiences have considerable impacts on Black African health as well as well-being. The systemic racism, structural and institutional reflected by discriminatory practices contribute to a hostile environment that disproportionately affects this minority community (Office of the High Commissioner for Human Rights (OHCHR], 2023). Primarily, the stop-and-search practices are not only a violation of human rights but also negatively individual’s overall well-being. Primarily, the searches target black individuals as evidenced by more than eight times searches per day in 2016-2017 (Shiner et al., 2018).

The racialised acts such as the hostile environment policies under the Immigration Act affect this minority population’s health leading to trauma. The hostility results in vulnerability and insecurity, which worsen social cohesion contributing to poor health. According to Knowles et al. (2021), over-policing increases mental distress that negatively affects well-being. In other words, discrimination based on ethnicity leads to depression as well as anxiety affecting psychological health. This is aggravated by the lack of culturally appropriate services and competent healthcare providers to meet the unique needs of Black Africans. Bansal et al. (2022) allude that Black Africans battle for healthcare systems that is ineffective in supporting them and appears to further lead to harm and victimisation.

The social determinants including housing, employment, and education interact and they influence individuals living conditions (The Health Foundation, 2022). In this case, the intersectionality between these factors contributes to the poor health and well-being of the Black Africans. This ethnic minority community faces a high rate of joblessness, lack of decent housing, and low-paying jobs that affect their well-being. In the UK for instance, approximately 60% of the black population is passed over during promotion or employment because of their ethnicity (BBO, 2022). Equally, the McGregor-Smith Review (2017) demonstrates that they are poor paid leading to income inequalities.

Additionally, some black women especially those entering the job market take opportunities below their educational qualifications. Likewise, about 46% of black African households live in poverty compared to 19% of white families living in poverty (Institute of Race Relationships, 2024) Royal College of Psychiatrists (RCP], 2018) also affirms that the intersection between racism and ethnicity increases disadvantages of Black African in different aspects of the community. Most importantly, they are likely to be unemployed, have low educational outcomes, being employed and in contact with law enforcement, which are predictors of mental ill health.

This in turn hinders access to healthcare services leading to adverse outcomes while increasing pre-existing health disparities. In particular, poverty is a social determinant of health. Poverty coupled with long-standing oppression and discrimination makes most racial and ethnic groups live in deprived regions. Individuals residing in the most deprived neighbourhoods report a higher level of poor mental health compared to those in the least deprived locations (Knifton and Inglis, 2020). About 15.6% of Black Africans live in deprived areas across the country which might affect their psychiatric health (Gov.UK, 2020). Moreover, 19.8% of blacks are likely to live in most income-deprived regions compared to 8.7% of white Britons who are less likely. For instance, black individuals are four times more likely to be detained per the Mental Health Act (Mental Health UK, n.d).

Marginalisation and exclusion of the Black African community in the UK

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Additionally, unlike whites, they are less likely to seek mental health treatment due to the intersection between racism and ethnicity leading to poor health as well as well-being. this increases the rate of depression is higher in black African women than male. However,, psychosis is more prevalent in black African men ((Mental Health UK, n.d)

Conversely, RCP (2018) adds that racism is pervasive and presents in various types such as institutional, structural, cultural, or personal. Just like other types of discrimination, it results in humiliation, harm, and pain among the social group. The inequalities black Africans face in the UK increase the possibility of being marginalised in all areas compared to the majority population.

Due to discrimination and operation, the black African population is three to four times more likely to experience homelessness (Bramley et al., 2022). Consequently, discriminated associated factors for instance, high levels of poverty or the possibility of being a renter rather than a homeowner increase homelessness. Therefore, housing is an integral component of social determinants because lack of it can adversely affect health. Nevertheless, the causal pathway between health and pathway is intricate. Irrespective of the complexity, the poor housing in most deprived areas is overcrowded, lacks safety factors, and has poor indoor temperature leading to poor physical health (Rolfe et al., 2020).

Recommendations for promoting inclusion

Inclusion is an essential element in the nursing practice since it requires fair and equal treatment of individuals without regard to their background or ethnic orientation as envisioned by Equality Act 2010 (GOV.UK, 2015). Nonetheless, inclusion suffers a major setback in the UK as the system has been rigged against Black Africans and as a result denied access to quality healthcare services. Healthcare organisations should provide cultural competence training to nurses to enhance their knowledge about their own biases and also enable them to understand the cultural nuances of Black Africans to impact care outcomes. Healthcare organisations should not be selective in their hiring process; instead they ought to hire people from diverse backgrounds. In addition, there is need to create mentorship programs to support and guide nurse in practice.

Healthcare practitioners in UK require cultural competence to understand the needs of Black Africans in UK in order to succeed in their quest of providing compassionate and inclusive care. According to the National Midwifery Council [NMC] (2018) Code, healthcare practitioners should prioritise individuals and treat them with dignity and respect. Thus, to effectively work with Black Africans, healthcare practitioners have a range of options, such as getting them involved in their care, listen to what they have to say and use translation services to ensure effective communication. Healthcare practitioners should provide safe and high quality care, an obligation that resonates perfectly with the NMC Code that requires nurses to practice effectively. However, proving effective care to this population demands working close with Black Africans to craft treatment plans that are customised to meet their cultural needs. Inasmuch as this approach builds the needed trust, and a strong between healthcare practitioners and care recipients, it leads to better healthcare outcomes.

Healthcare institutions should also create a work environment that celebrates and holds different cultures in high esteem, as envisioned by the NMC Code when it comes to prioritising people. This will also make it easy for nurses to challenge racial slurs, and any form of abuse. In addition, healthcare facilities should hire and train practitioners’ cultural competence to enable them to provide culturally sensitive care. While this aims at reducing health disparities as far as patient outcomes are concerned, it also enhances the patient satisfaction. To promote inclusion for Black Africans, healthcare professionals should be cognisant of the health risks and inequalities that this community face. While this is in line with the NMC Code of preserving safety, practitioners have an obligation to conduct assessments, intervene appropriately, and champion for policy reforms to deal with systemic inequality and change how things work.

Marginalisation and exclusion of the Black African community in the UK

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Healthcare practitioners are expected to showcase empathy, decorum and cultural sensitivity as the surest of including Black Africans. This is in tandem with the NMC Code premise of promoting professionalism and trust. Essentially, in a bid to promote professionalism and trust, practitioners should create strong and positive ties with Black Africans even as they maintain high standards of practice. This will almost certainly lead to improved healthcare outcomes.

To enhance safety, healthcare organisation should establish effective ways for reporting discriminatory attitudes, practices and investigate such issues closely. They also need to educate nurse about inequalities, how they intersect with other elements to impact Black Africans and how to address the problem. Organisations should follow the NMC Code to the latter by addressing structures barriers; create a workplace environment that promotes diversity and inclusion while meeting the needs of Black Africans.

Conclusion

I have learned a lot from this essay about the way systemic inequality, political disenfranchisement and cultural oppression works to the disadvantage of Black Africans across the UK. This is particularly evident in the high levels of joblessness, poor housing, living conditions and lack of access to quality education and healthcare. The intersectionality theory has equally enhanced my knowledge base, as I now understand how gender, class and race exacerbate marginalisation of Black Africans in UK. I have also learned the important role that healthcare practitioners can play to create a positive and lasting impact in the lives of Black Africans, such as advocating for policy reform and being sensitive to cultural needs.

My previous knowledge and understanding about racial profiling and the way it is influenced by inherent societal systems was vague and abstract. While I understood individual bias, discrimination, and problems that this group experience, the intricate nature of systemic racism, and intersecting elements, including race, gender, class and sexuality were inconceivable to me. The concept of intersectionality has made me aware of the fact that marginalisation and exclusion extend far beyond the facial racism.

This knowledge will shape how I undertake nursing practice. I will incorporate the four elements of the NMC Code such as prioritising people, ensuring patient safety and promoting professionalism when engaging with Black Africans. I will also use this knowledge to champion for policies that enhance inclusivity by hiring people different communities. I will also embrace continuous learning to enhance my cultural skills to provide care that is tailored to the cultural needs of Black Africans. As a healthcare practitioner, I will ensure I provide inclusive care by involving Black Africans in creating treatment plans and putting them at the centre of their own care.

Marginalisation and exclusion of the Black African community in the UK

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References

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By admin in Essays on January 16, 2025