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Diversity in NHS clinical leadership: Is better talent management the route to gender balance?
  1. Molly Gilmartin1,
  2. Niamh Woods2,
  3. Shruti Patel3,
  4. Zoe Brummell4
  1. 1 Medical Sciences Division, Oxford University, Oxford, UK
  2. 2 Faculty of Medicine Health and Life Sciences, Queen's University Belfast, Belfast, UK
  3. 3 Clinical Innovation and Improvement, Chelsea and Westminster Hospital NHS Foundation Trust, London, UK
  4. 4 Anaesthesia, University College London Hospitals NHS Foundation Trust, London, UK
  1. Correspondence to Dr Zoe Brummell, Anaesthesia, University College London Hospitals NHS Foundation Trust, London NW1 2BU, UK; z.brummell{at}nhs.net

Abstract

Methodology Through interviews with seven senior female clinical leaders, insights were gained regarding the importance of and need for gender diversity in leadership. These interviews looked at the skills, access and opportunities required to ensure that gender diversity exists and is successful in senior clinical leadership positions.

Conclusion Gender diversity in leadership can be enhanced through the combination of several measures; Increased mentorship, talent management, training and network opportunities, improvements to advertising, interview panel diversity and succession planning.

  • clinical leadership
  • medical leadership
  • professionalism
  • role modeling
  • senior medical leader
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Footnotes

  • Contributors ZB: planned and oversaw project, supervised MG and NW, arranged interviews and edited article. SP: oversaw project and major contribution to editing article. MG: undertook interviews, major contributor to writing article. NW: undertook interviews, contributor to writing article.

  • Funding The authors have not declared a specific grant for this research from any funding agency in the public, commercial or not-for-profit sectors.

  • Competing interests None declared.

  • Patient consent for publication Not required.

  • Provenance and peer review Not commissioned; externally peer reviewed.

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