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Developing people for health and healthcare
MedReg+1: relaunching into clinical practice after parental leave
London School of Medicine
July 24th 2014
Developing people for
health and healthcare
• Women make up approximately 40% of all medical doctors in the UK and 28% of medical consultants
• The majority of doctors in training are women
• Women are under-represented
• as Heads of Department• at all levels of NHS Management and
Leadership• as Clinical researchers and as full time
academics
Background
Developing people for
health and healthcare
slide 4
0
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
9,000
Male and female intake into UK
medical schools(1960–2007)
1960 20071977 1987 19971967
Female share
Percent
1960 2007
24
56
Male
Female
Developing people for
health and healthcare
Developing people for
health and healthcare
slide 20
Percent of female consultants
working part-time, by specialty
(General Practice)
Paediatrics
Public Health
Obstetrics and gynaecology
Pathology
Radiology
A&E
Anaesthetics
48
30
38
44
35
24
37
17
28
20
16
(NHS England, 2007)
(Opthalmology) 36
* 2005
More People Oriented
More Technology Oriented
More
Unpredictable
More
‘Plan-able’
*
Psychiatry
Medical group
Surgical group
Developing people for
health and healthcare
Parental leave and postgraduate training
• Postgraduate training is linear long and arduous
• 48% of women and 52% men have their first child while a Registrar or in SpR training posts
• Parenthood is no doubt life changing and hugely rewarding but reconciling parenthood and medicine can be challenging
• Some trainees feel a loss of momentum and describe isolation, frustration and stress in navigating their ‘relaunch’ into clinical practice
Developing people for
health and healthcare
Why is the relaunch challenging?
• Higher specialty trainees have a perceived lack of competence on returning to work after maternity leave
• Some report a loss of confidence
• Acute on call commitments often mean working out of hours and without direct supervision
• Registrars commonly return to an unfamiliar working environment and potentially a new working arrangement
• Lack of time and funding may be constraints for maintaining specialty skills or educational activities during maternity leave
Developing people for
health and healthcare
Returning to clinical practice
Work life balance
Change in self identity Restoring a
sense of value
“I’ve been a doctor longer than I’ve been a mum…… I’m ready to get back in the saddle”
Developing people for
health and healthcare
The practicalities
Childcare Attitudes
GeographySupport
Work pattern
On call rotas
Developing people for
health and healthcare
Today is all about Questions….
• What’s new in Neurology?• What are childcare vouchers?• How many shocks do I give again?
• How am I going to make this work• Am I the only one thinking this?
• Is that vomit, Weetabix or banana in my hair today?• Why are all newborn clothes white?• Why didn’t I wear scrubs for the whole of my maternity
leave?……they are just so comfy and versatile
Developing people for
health and healthcare
Reasons Medical Registrars make good parents
Predict disaster
Familiar with self sacrifice
Some experience of out of hours
Know basic first aid
Reasons parents make good Medical Registrars
Self fulfilled Broader perspective
Comprehensibility Reciprocity Nurture and support
Resourcefulness Problem solving Prioritisation Time management
