The UK National Health Service (NHS) is one of the largest employers in the world and relies heavily on Black migrant women. Nonetheless, reports of (gendered) racism persist. This phenomenologically inspired qualitative study shares findings from empirical interview data with female Nigerian doctors and nurses working in the NHS, with a specific focus on how these women cope with the racism and gendered racism they experience in their everyday working lives. The analysis shows the extent to which they perceive the coping strategies available to them to be limited, with problem-based solutions focused on relocating themselves into geographical, professional, or organisational spaces where acute staffing shortages may curb employers’ tendency towards discrimination in recruitment and advancement. Emotion-based strategies employed were often faith-based, or relied on their national identity and understandings of what it means to be Nigerian/a Nigerian woman. The article critically considers the power differentials endemic in employment that limit these women to individualised coping strategies which ultimately result in their isolation, a known stressor itself, creating a self-perpetuating vicious circle of gendered racism.

中文翻译：

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应对英国医疗保健领域的性别种族主义：女权主义和现象学方法

英国国家医疗服务体系（NHS）是世界上最大的雇主之一，严重依赖黑人移民女性。尽管如此，有关（性别）种族主义的报道仍然存在。这项受现象学启发的定性研究分享了对在 NHS 工作的尼日利亚女性医生和护士的实证访谈数据的结果，特别关注这些女性如何应对她们在日常工作生活中经历的种族主义和性别种族主义。分析表明，他们认为可用的应对策略在多大程度上是有限的，基于问题的解决方案侧重于将自己重新定位到地理、专业或组织空间，在这些空间中，严重的人员短缺可能会抑制雇主在招聘和培训方面的歧视倾向。进步。所采用的基于情感的策略通常是基于信仰的，或者依赖于他们的民族身份和对作为尼日利亚人/尼日利亚妇女意味着什么的理解。这篇文章批判性地考虑了就业中普遍存在的权力差异，这种差异限制了这些女性采取个性化的应对策略，最终导致她们的孤立，这本身就是一个众所周知的压力源，从而形成了性别种族主义的自我延续的恶性循环。