More female doctors than male doctors in the UK for the first time: Why diversifying matters

 

“Increasing representation begins at the roots

– with children and young people – and is a process

that continues throughout education, applications

and interviewing, employment and promotion. “

Last month, some exciting news was published that shows that for the first time, there are more female doctors than male ones and also more ethnic minority doctors than white ones. It may go without saying that no one is claiming that white people and/or males shouldn’t be doctors or aren’t good ones; rather, the point is that a field that was often closed to certain groups of people, is now more diverse and inclusive and more reflective of society, which is something to celebrate.

These new statistics lead to some interesting questions that all workplaces can learn from. For instance, how do you increase the representation of underrepresented groups in certain industries (such as women in male-dominated fields)? How can we break down these systemic barriers? What do traditionally underrepresented groups offer and, therefore, why and how should workplaces look to hire them? These are, of course, huge and challenging questions, but they’re worth talking about in brief here.

In terms of increasing representation, some of the main methods include encouraging underrepresented groups to study and join that field and also to develop inclusive hiring and promotion practices. When it comes to doctors, for example, women have traditionally been encouraged to be nurses rather than doctors (i.e. to have the lower-ranking and more “caring” roles) or to think that studying STEM subjects (science, technology, engineering, and mathematics) wasn’t for them. To help combat this, more schools have implemented stronger STEM curricula and have developed ways of ensuring that girls are also engaged in these subjects, and that has led, down the line, to more young women choosing to study medicine or other STEM areas later in their school years and at university. They have also had more talks in schools by women who are doctors, so that the role models are visible and younger females can be inspired by them. These sorts of activities should be continued and expanded where possible.

Simultaneously, workplaces, including hospitals or doctors’ practices, have made an effort to take female candidates seriously, whereas in years past, they might have automatically dismissed them. This means making application processes transparent and fair for everyone, and also ensuring that all applications are treated equally. Then, once women are employed, those same workplaces might provide programmes such as mentoring, support groups, further professional development, awareness-raising training, courses in confidence or combatting imposter syndrome, and other such activities, in order to help that group of employees feel confident at work and to have the skills they need to succeed. Human resources managers also have to make an effort to encourage underrepresented groups, such as women in this example, to apply for promotion, and they need to offer unconscious bias training to all who review applications for employment or promotion so that such processes are fair.

All this is to say that increasing representation begins at the roots – with children and young people – and is a process that continues throughout education, applications and interviewing, employment and promotion.

 

Written by B.J Woodstein, PhD

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On Kindness

 

“Research has shown that

workplaces that have more kindness

are more successful.”

Last month on the 17th of February saw the annual observation of the Random Acts of Kindness Day. That meant that you might have done something that was out of the norm for someone, maybe even someone you didn’t know personally. Perhaps you paid for the drink of the person behind you in the queue at the coffee shop. Or maybe you called up a friend you hadn’t spoken to in a while and asked how they were. You might have baked a cake for a neighbour who was unwell. Or you could have thanked someone, either verbally or in writing, for something they did for you; this could be a relative or a friend, or even someone you not as close to, such as your postie or the person who works behind the till at your grocery store. Maybe you gave a copy of your favourite book to someone you thought would enjoy it, or left the copy on a park bench for someone to find (on a sunny day!).

While Random Acts of Kindness Day is a great reminder to be kind, we should try to incorporate kindness every day. Ideally, we’d smile at people we pass, hold doors for those following us, ask colleagues and friends about their well-being, treat people to lunch, and so on, although of course these things aren’t always possible, depending on our mood, what else we have going on, and our finances. But we can try. This is true at work too. In fact, research has shown that workplaces that have more kindness are more successful. This might seem surprising, so it’s worth pausing over. After all, if people are spending time (or “wasting time”, as some might claim) chatting together or doing things for one another or volunteering at a charity, then they must not be working. And surely if you’re in your workplace, you should work non-stop, right?

Actually, no. People who feel happier, more appreciated, and treated better somewhere, such as at work, will also be more efficient and effective.

 

Written by B.J Woodstein, PhD

To read the full article, you must be a PILAA Member.