The way forward
Medical women
Flexible working needs to be valued as a positive career option by everyone in the profession
Suggestions:
- There is a need to change the culture and attitudes within the profession which views flexible and part-time working as being less committed and inflexible.
This would benefit not only women, but all members of the profession for whom this style of working would be suitable. A change in culture would also aid the concept of a continuum of training, with no marked dichotomy between full-time and flexible training. - The BMA should continue to support the Department of Health Improving Working Lives (IWL) initiative
The IWL initiative commits the NHS to delivering a range of flexible working practices. This should include ensuring fairness and equality of access, increasing awareness of flexible working, as well as supporting and encouraging the uptake of the flexible careers scheme in both hospital and general practice settings. The IWL initiative should also identify role models/advisors within individual trusts, deaneries and colleges who can promote the benefits of flexible working and training more widely within their area. - The IWL good practice database should be promoted and used by Trusts to help them identify options for flexible working practices and to share experience of good practice across the NHS.
This should include the provision of adequate information about cost implications.
Suggestion:
- With the support of the NHS childcare strategy, Trusts should provide good quality, affordable and accessible childcare facilities for those working in the medical profession.
Trusts need to recognise and provide funding provision for the additional cost of child care during out-of-hours periods. Childcare co-ordinators are to be welcomed, as a valuable source of advice, however more coverage is needed across the country.