No clear path for progression

It is extraordinary that we are still having conversations in 2024 about access and opportunities for physiotherapists from racialised minority backgrounds. 

Research published earlier this year in the BMJ Leader used a participatory methodological approach to explore the lived realities of physiotherapists across a range of sectors and ages drawn from the global majority – terminology chosen with purpose, rather than using the term ethnic minority – in their pathway to consultant level practice. 

It found these pathways are ‘ill-defined, obscure and precarious’, functioning as a barrier to progression. This echoes my own experience: the path for career progression does not seem to exist and if it does, it is not often clear. 

Participants expressed not being valued or recognised in their work and hesitating to put themselves forward for progression opportunities, alongside experiences of managers treating their qualifications and experience as inferior, leading some to accept lower grade jobs. 

The research highlights the tensions within the existing system at different levels, yet also signals a call to action from physiotherapists individually and corporately across both the CSP and NHS leaders and decision- makers. 

More broadly, how does one excel where the ‘floor is not flat’ and the rules are not clear?  

Acknowledging that racism exists across the profession, and a willingness to address it at its core, remains key. 

It is imperative that we reflect on our roles, whether as advocates or ‘gatekeepers’. Managers should work with global majority colleagues and allies to move beyond good intentions and towards actions that lead to meaningful change.

Conversations about racism can be overwhelming, complex and sensitive but unless we are bold enough to start these discussions, no matter how difficult or how challenging, we run the risk of going around in circles doing transactional rather than transformational activities.