Canada has undergone significant changes in its ethnic and cultural composition in recent decades. Sustained immigration from non-European countries has given rise to a new generation of visible minorities. This new trend is clearly reflected in healthcare institutions. However, the number of visible minority nurses (VMN) is particularly low in management positions. Adopting a critical ethnography and postcolonial approach, this research focuses on the career paths of VMN in Canadian healthcare institutions. Nurses (n = eight VMN) and managers (n = four Caucasians) participated in a series of semi-structured interviews to gather relevant information about the representativeness of the VMN in management positions. An “Othering” theoretical framework was used to guide this research as it makes the link with Bourdieu’s “lutte de classement.” Four main themes closely associated with barriers emerged from the analysis: hiring and promotion, the instrumentalization of VMN, interpersonal relations, and suffering and defensive strategies. Results showed that the VMN faced (often invisible) obstacles that contributed to keeping them at a lower level of the institutional hierarchy, including the hiring and promotion process, which they described as unfair and discriminatory.