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Abstract
Introduction Over the last decade, the GMC has carried out a lot of research into differential attainment and found that the attainment gap between White UK doctors, and doctors from other ethnicities is significant.
Specifically, research has shown that Black/Black British heritage doctors:
Have the lowest pass rates in specialty exams
Are less likely to get into specialty training
Are more likely to have their specialty training extended than UK-trained White trainees
This ongoing project was set about to give light to and begin to try and tackle the local inequalities that contribute to these findings. The hope is that by creating social networks for Black/and or Black heritage doctors we can centralise access to support, mentorship, career development strategies etc. This we hope will begin to eliminate the disadvantage and educational discrimination of Black/Black heritage doctors.
Aims and objectives of the research project or activity We have set up a local network for Black and Black heritage doctors with four main aims:
To provide practical pastoral support
To offer mentorship and career development, with access to visible role models at a local level
To increase the number of Black doctors in positions of leadership
Offer a link between Black and Black heritage doctors and the senior leadership at Trust board level
The GMCs ‘How to support successful training for black and minority ethnic doctors’(2020) report found that peer support from those of a similar background was valuable in levelling the playing field and reducing the attainment gap.
Method or approach The initial approach involved quantitative and qualitative data collection in the form of an anonymous survey. This was sent out to non-consultant grade doctors of all ethnicities, asking about experiences of micro-aggressions and whether they felt supported/listened to in the work place. At the same time a different anonymous survey was sent out to consultants, looking at awareness of their own biases.
Concurrently, a WhatsApp group was set up for Black/Black heritage doctors locally. From initial introductions, there is now a list of specialties/areas of interest with Black/Black heritage doctors available to offer advice and support in applications to their specialty, as well as opportunities to get involved in Quality Improvement Projects. The network will have a presence at hospital inductions and admission offered to doctors identifying as Black or of Black heritage.
Finally, we are writing a leadership training opportunity programme that is planned to start in 2024.
Findings The survey results are not yet complete, we are hoping to have more data by the time of the conference.
75 consultants and 77 non-consultant grades, including doctors at foundation, core training, higher specialist training levels, and locally employed doctors have participated so far.
Results to date are shown in the infographic (figure 1).
The responses so far from Black doctors have been so few that for the purposes of the results, Black doctors have been grouped together with other non-White doctors. The results are striking, flagging up some of the inequalities felt by non-White doctors.
There are many potential biases to the survey eg.
The survey could have been filled out inaccurately as the doctor could have had a previous Trust in mind when answering.
The questions in the survey incorporate sensitive issues, which could lead to social desirability bias.
Depending on personal feelings at the time, a doctor’s answers might be different on different days.
Sampling bias may be relevant as the surveys were sent to hospital emails and to WhatsApp groups.
Key messages There is a long way to go to reduce the attainment gap between Black and Black heritage doctors, compared to doctors from other ethnic backgrounds. This is not a short project but it is an important one as it aims to ensure we can all thrive in a fairer, more equitable workplace. The Black/Black heritage Doctors’ Network is importantly giving visibility to the few already in leadership roles, to encourage and inspire others to follow in their footsteps.
By offering opportunities in leadership and career development, mentorship and by celebrating role models, we hope to take steps towards levelling the playing field.