It’s a Barbie World? Or is it? The reality of women doctors in the NHS- what can the new government do?
We don’t all want to look like ‘Barbie doctor’ pictured here, although I’m sure we would like to feel like her, empowered, glamorous, in control and carefree. Despite progress towards parity with women constituting 49% of licensed clinicians, disparities, such as the 2022 surgical workforce comprising only 16% women, remain. Furthermore, a 2021 survey found 91% of women doctors experienced workplace sexism, 74% believed sexism prevented career progression, 61% felt discouraged to work in particular specialities, and 70% felt their gender impacted their perceived value.
Seven health secretaries have assumed office over the past five years. A new government can provide opportunities for positive change; how can it support women doctors?
I have tried to illustrate some of the issues I see and possible solutions in this painting. Most of us are overworked, with training positions distributing us far and wide, contributing to financial, educational, and personal hardships. With 62% of the medical student intake being female, the number of women doctors will increase and ensuring women’s voices are heard is vital.
On average, women doctors earn 18.9% less than men and in 2018 comprised only 37% of senior leadership roles on NHS commissioning groups and providers. Reviewing pay structures, transparent pay audits, and promoting women in clinical and political leadership positions is crucial to addressing the gender pay gap and having representative changes at senior decision-making levels.
Our government has the responsibility to establish a safer environment for staff to report and stand against workplace discrimination and to offer support specifically addressing women’s needs.
The decision to have families often comes at the expense of women’s career development or ambitions, particularly in the context of increasingly competitive and geographically vast training programmes regularly forcing partners to work and live apart. Financial support, additional and flexible training posts, mentorship, and career development programmes could address factors limiting career decisions and opportunities. Flexible working, affordable and ideally on-site childcare options, sufficient maternity and paternity leave and pay, and promoting a supportive culture towards pregnancy and childcare could further alleviate burdens. Furthermore, continuing work towards pay restoration will help mitigate financial pressures.
These proposed changes won’t be easily or rapidly achieved, and we must not forget our vulnerable colleagues and those suffering prejudices and discrimination. We must also stand against sexism, racism, ageism, and homophobia. Improving women doctors’ experiences will not only help women, but undoubtedly benefit the workforce as a whole.
References
1. General Medical Council. The state of medical education and in the UK Workforce report 2023. Gen Med Counc. 2023;1–91.
2. Jewitt C. Sexism in medicine report. British Medical Association. 2021;1–38.
3. British Medical Association. BMA commentary on Mend the Gap: The Independent Review into Gender Pay Gaps in Medicine in England. 2020;1–19.
4. Balabanova D. NHS 70 series - How has the role of women in the NHS changed since its inception? London School of Hygience and Tropical Medicine [Internet]. 2018; Available from: https://www.lshtm.ac.uk/newsevents/expert-opinion/nhs-70-series-how-has-role-women-nhs-changed-its-inception
