Ethnically diverse workplaces in Irish hospitals. Perspectives of Irish and foreign-born professionals and their managers
| DOI | https://doi.org/10.1108/ER-04-2016-0067 |
| Pages | 1015-1029 |
| Published date | 06 November 2017 |
| Date | 06 November 2017 |
| Author | Alicja Bobek,Camilla Devitt |
| Subject Matter | HR & organizational behaviour,Industrial/labour relations,Employment law |
Ethnically diverse workplaces
in Irish hospitals
Perspectives of Irish and foreign-born
professionals and their managers
Alicja Bobek
Department of Sociology,
Trinity College Dublin, Dublin, Ireland and
TASC, Dublin, Ireland, and
Camilla Devitt
Department of Sociology, Trinity College Dublin, Dublin, Ireland
Abstract
Purpose –The purpose of this paper is to explore the ethnically diverse workplace in Irish hospitals by
examining the perspectives of foreign- and Irish-born professionals and their managers.
Design/methodology/approach –Semi-structured qualitative interviews with 30 health professionals
(foreign- and Irish-born) and with hospital managers (Irish-born). All interviews were transcribed and
analysed using thematic analysis.
Findings –The managers and professionals interviewed mostly perceived ethnically diverse workplaces as
an asset. Health professionals also identified a number of challenges, including internal divisions based on
ethnicity, language and commun ication problems and cultural di fferences. However, in general,
discrimination on the basis of ethnicity was not highlighted by interviewees.
Research limitations/implications –While the qualitative design of the study allowed for an in-depth
exploration of experiences in ethnically diverse workplaces in selected Irish hospitals, the relatively small
sample size poses some limitations. The study brings to light the need for larger-scale survey-based research
on the ethnically diverse workplace in Irish hospitals, which includes Irish- and foreign-born health
professionals in the sample.
Originality/value –The study includes a variety of perspectives on experiences in ethnically diverse
workplaces in Irish hospitals, including foreign-born health professionals, their Irish-born colleagues and
hospital managers.
Keywords Workplace, Integration, Migrant workers, Qualitative methods, Intergroup relations
Paper type Research paper
Introduction
In the context of significant shortages of health professionals in many highly developed
countries, health policymakers and hospital managers have adopted a variety of strategies
for the international recruitment of foreign health professionals (Bach, 2003; Buchan, 2002;
Ribero, 2008a). Foreign-born health professionals are generally perceived to enhance health
systems in receiving countries, for example, by improving the intercultural competences of
general practitioners and hospital staff in the context of increasing cultural diversity
amongst patients (Mladovsky et al., 2012). Diversity is also argued to be of benefit to
native- and foreign-born health professionals, as it can result in skills exchange and improve
group performance (Christian et al., 2006).
On the other hand, international movement can have negative consequences for the
careers of mobile health professionals as they often experience “downward internal
occupational mobi lity”(Ribero, 2008a; Shuval, 1995). In other words, incoming health
professionals are offered positions which match their qualifications, but are often not
adequate to their experience gained elsewhere. Furthermore, academic research has
identified challenges related to everyday interaction and the social integration of these
Employee Relations
Vol. 39 No. 7, 2017
pp. 1015-1029
© Emerald PublishingLimited
0142-5455
DOI 10.1108/ER-04-2016-0067
Received 1 April 2016
Revised 23 September 2016
29 April 2017
24 May 2017
Accepted 25 May 2017
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0142-5455.htm
1015
Ethnically
diverse
workplaces
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