Celebrating who I am

Finding my way in Clinical Psychology as a person of the global majority (PoGM) has been difficult, as the discipline is extremely Eurocentric and based on White, middle-class values.

As a recent graduate, I have often found myself feeling anxious, fearful and reluctant when navigating experiences within Clinical Psychology, particularly interview processes. Upon critical reflection, I recognise that this is a result of institutional racism, discriminatory practices and Whiteness which have been woven into the NHS and Clinical Psychology selection and recruitment processes. 

During interviews I have often felt out of place due to the sheer lack of diversity. I frequently experienced a low-level threat response whilst interacting in these non-PoGM spaces. Having an all-White panel made me feel as though I would never be good enough and at times, I questioned whether Clinical Psychology was the right career for someone of my identity and background. It also conveyed the message that it's the opinion of this one group that would determine whether or not I would move forward. 

As a result, I would attempt to 'fly-under the radar' by toning down aspects of my identity and personality. I found that I would engage in code switching, and downplay my experiences to fit-in better, seem more palatable and present myself as the ideal candidate. I would use flowery language and jargon in an attempt to impress the panel, sound more skilful and assimilate myself to meet the elitist standards of Clinical Psychology. At times, I still find myself trying to use complex words and phrases when speaking to Clinical Psychologists or healthcare professionals. However, I have developed a greater sense of self-awareness so I am able to re-evaluate the ways in which I communicate through using simpler and more direct language. This has allowed me to be more self-confident in my skills and abilities but it has also enabled me to express myself more authentically. 

Racially minoritised applicants are often faced with bias, stereotyping and assumptions about their ability to perform.

When navigating this field, I have discovered a lack of representation within senior roles in the NHS. This is also noticeable when applying for the DClinPsych Programme. Racially minoritised applicants are often faced with bias, stereotyping and assumptions about their ability to perform (NHS, 2021). More so, within Clinical Psychology I have found there is often a lack of representation within interview panels which can perpetuate a negative bias towards PoGM. I recall my time trying to secure an Assistant Psychologist (AP) position. From various interviews I attended, there were always 3-4 panel members, all of whom were White and never featured a PoGM. 

Until securing an AP job, my feedback would always state that they 'found a better fit for the job' or I was 'not ready and needed more experience'. The feedback was vague and appeared to be subjective. It made me feel as though I couldn't truly present myself and shine the way I do in front of friends or family. Despite these being entry level posts, the constant rejection and lack of constructive feedback further suggested to me that panel members were impacted by bias and were perhaps favouring candidates with similar characteristics and traits to them. Research has found evidence of similar patterns of affinity bias. For example, despite identical resumes 'Jamal' needed eight additional years of experience to be judged as qualified as 'Greg' (Bertrand & Mullainathan, 2004). As a PoGM, I am aware I often receive excessive scrutiny and I am held to a higher standard with a smaller margin of error. At times I have felt I have had fewer opportunities available and I have had to work twice as hard to get to shortlisting or interview stages. 

Allies, particularly those in positions of power, can help to encourage integral change by challenging micro-aggressions and amplifying the voices of people not being heard. 

I believe it is important to be interviewed by a diverse panel of members, who can bring different worldviews, insights and experiences to the table. Having an impartial panel not only helps to tackle the issue of shared bias but it can also allow organisations to engage in meaningful change whereby Clinical Psychologists represent the populations they seek to serve.

As a PoGM, I further recognise that there is a lack of support available for minoritised individuals. The absence of safe spaces has often caused me to suffer in silence. Being in job roles centred on emotional wellbeing, psychological health, and prioritising the mental health needs of others, has at times been challenging and draining especially when my own needs have not always been protected and supported. I therefore believe allyship is important in creating safe and meaningful spaces. I have found it useful when an ally has listened and acted as a confidant, as this has allowed me to express my fears, frustrations and needs. Allies, particularly those in positions of power, can help to encourage integral change by challenging micro-aggressions and amplifying the voices of people not being heard. 

Being a racially minoritised individual wanting to pursue a career in Clinical Psychology can be a painful and emotional process, especially when systems of power render us voiceless. Hence, supporting, communicating and working in alliance with racially marginalised individuals can help to preserve humanity, promote tolerance and encourage meaningful change within Clinical Psychology. By sharing my experiences, I feel validated knowing I am moving towards being myself on this journey into Clinical Psychology. My skin colour, the way I look and speak, my beliefs and practices determine who I am. I believe these attributes should be used as a positive force to facilitate difference and celebrate diversity in selection and recruitment processes. 

Aaliyah Siddique (Anti-racism & EDI Project Support Officer, University of Leeds)