See
below for examples
of issues MWF are currently campaigning on:
1. Less-than-full-time training and working
With the increase in the number of women entering medicine, workforce planning
will be crucial. Most women doctors are young and will have children (43%
are under the age of 35). More part-time positions will be required. Slot
shares have become the preferred way of training part-time, but funding for
super-numary posts will still be necessary, especially in smaller specialties.
It should be accepted practice (i.e not at the discretion of local deaneries)
for the parent of a child under the age of 3 to work less-than-full-time –
either the mother, father or a combination of both – if he/she wishes.
2. Pregnancy and Maternity Leave
Locum payments in general practice to cover a woman doctor during maternity
leave, are at the discretion of the local Primary Care Trust (PCT). Several
PCTs have decided to pay nothing at all towards these locum costs (which are
considerable). This will deter practices from employing a woman doctor. MWF
is campaigning for a national agreement, so that locum payments are uniform
across the UK and are not left to the discretion of PCTs (or their successor),
to ensure that practices are not penalised for employing a woman doctor. Women
in hospital medicine should not have to continue night shifts beyond 28 weeks
pregnancy, unless they wish to do so. However, they should be prepared to
continue other on-call duties, such as weekends and Public Holidays, so that
the extra burden does not fall on their colleagues. Ideally pregnancy should
be cost-neutral to each general practice and Hospital Trust, and work-load
neutral to colleagues.
A big problem at present in hospital medicine is that when a woman junior
doctor or consultant goes on maternity leave, a suitable locum cannot be found
(or the Trust does not wish to employ one for reasons of cost). Locum cover
then falls on the remaining doctors, often for no extra pay, leading to resentment
and sometimes victimization of the absent doctor. A possible solution is a
centrally held 'Parental budget' to which Hospital Trusts and PCTs can apply,
to cover the locum costs.
3. Childcare
Several MWF members formed part of the Working Group for the 2009 CMO report
‘Women Doctors: Making a Difference’. The report recommends tax
relief on childcare, an effective Childcare Coordinator in every Trust, and
better internet resources to provide local information on childcare, emergency
cover etc. The perspective of the father, and his potential contribution to
the sustenance of his wife’s career and the welfare of his children,
are rarely considered. The major burden of childcare for the foreseeable future
will fall on the mother, but the key issue (for parents and administrators)
is that the period of intensive childcare is limited, and, once complete,
both careers can proceed at full pace. There should be a debate about work
and family life but if it focuses mainly on mothers, then that in itself is
part of the problem.
4. Leadership and mentoring
These issues have been identified as being central to the progress of women
in medicine. Currently, although women are very well represented at consultant
level (28%), they are less likely than men to reach leadership positions,
such as presidents of the Royal Colleges or deans of medical schools. Women
will often not apply for such positions unless actively recruited and encouraged,
and this is one of MWF’s most important roles.
5. Widowers’ Pensions
Any money earned by a woman prior to 1988 does not count towards her widower’s
pension, in stark contrast to that earned by a man. This anomaly applies not
only to women doctors, but to all women working in the NHS. Many women are
now the main breadwinner, and this situation is unjust and inequitable. The
BMA recently took a test case on this to the High Court. While the judgment
found that this anomaly was indeed unfair it found that rectifying this would
be too great an expense for the public. The BMA are considering appealing
this decision and MWF's President Dr Clarissa Fabre wrote to the BMA to encourage
them in continuing to push for this to be changed.
6. Clinical Excellence Awards
MWF have annual meetings with the Advisory Committee on Clinical Excellence
Awards (ACCEA) to ensure that women doctors are fairly represented on the
committees which allocate the awards. We are a nominating body for the awards,
and run regular workshops on how to apply (‘Top Ten Tips’). Each
year we invite women to submit their application forms to MWF before the closing
date for scrutiny by an experienced committee of women consultants and academics.
7. Women in Academic Medicine
MWF have collected data about gender distribution in academic medicine, which
shows that only thirteen per cent of professors are female and two medical
schools have no female professors at all. We have highlighted the specific
issues necessary to attract women into academic medicine to the government
and to the Department of Health. We will lobby for more part-time positions
in academic medicine, and will address the variability in maternity leave
arrangements if transferring from an NHS to a University appointment.
8. Partnerships in general practice
Currently only 46% of GPs are partners; of those who are not partners 76%
would like to achieve partnerships. What is needed urgently is a financial
incentive for practices to take on new partners, so that general practice
does not become a predominantly salaried service, run by entrepreneurial GPs
and private companies. Many women are entering general practice, but they
must be prepared to take on leadership roles.
9 . International Issues
20,000 girls in the UK are at risk from female genital mutilation. The practice
was outlawed in Britain in 1985 and taking children out of the country to
have it performed was made illegal in 2003. In spite of this, a growing number
of female circumcisions are being carried out in the UK, often in school holidays
so that no-one questions the girls’ absence. MWF have always tried to
raise the profile of this issue, and do so at every opportunity. The plight
of women in Afghanistan, women victims of war, and the Fistula Hospital in
Ethiopia, are other areas of interest.
