The overall aim of the review is to understand the causes of the gender pay gap in medicine and to make implementable recommendations to narrow it. It covers the whole medical profession including public health doctors and medical academics in England. It is looking at the pay gap across doctors' careers and in different areas of medicine.
The review is looking at:
- Working patterns and their impact on those in the medical profession
- Impact of motherhood on careers and progression
- Access to flexible working
- Shared parental leave and LTFT working
- Speciality – choices and barriers
- The predominance of men in senior roles
- The impact of Clinical Excellence Awards and other elements of variable pay
A steering group is overseeing the review. Initial findings were released in April 2019 and the review team will produce a final report containing its recommendations by Autumn 2019. The review is chaired by Prof Jane Dacre, immediate past president of the Royal College of Physicians and a strong advocate for gender equality in medicine.
Representatives on the steering group include: the BMA, the Medical Women's Federation, DHSC and NHS Employers.
A research team from the University of Surrey was appointed to analyse pay and pensions data, and also take evidence from doctors themselves. A largescale survey developed with the support of the BMA, was sent out to around 40% of the medical profession, asking doctors views about a variety of working practices and individual decisions that affect pay and medical careers.
The initial findings of the gender pay gap review were published in April 2019. Key findings include:
- There is a gap of 17% between the total hourly earnings of women and men hospital doctors. The gap in basic pay is lower.
- There is a gap of 33% in general practice. (This gap is not directly comparable with the gap for hospital doctors as it is based on a comparison of annual earnings rather than full-time equivalents.)
- Male-dominated specialities like urology and trauma and orthopaedic surgery have large gender pay gaps.