scholarly journals Conference panels: do they reflect the diversity of the NHS workforce?

BMJ Leader ◽  
2021 ◽  
pp. leader-2020-000361
Author(s):  
Kethaki Prathivadi Bhayankaram ◽  
Nuthana Prathivadi Bhayankaram
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Royal College ◽  
Healthcare Professionals ◽  
Senior Managers ◽  
Median Percentage ◽  
First Finding ◽  
The Uk

BackgroundThe number of female and black, Asian and minor ethnicity (BAME) healthcare professionals has significantly increased over the last few decades. While this highlights the National Health Service (NHS) workforce as diverse and inclusive, most senior managers and conference panellists remain mainly men from Caucasian backgrounds.MethodsWe reviewed all publicly available data for major Royal College conferences in the UK from 2015 to 2019 to examine how many of the panellists were men or women and how many were Caucasian or BAME.ResultsOur first finding was that publicly available data were available for only 20 out of 70 conferences (29%). At 60% (n=12) of conferences, there were a predominance of male speakers. The median percentage of female speakers remained between 35% and 46%. There were no all-male panels. At 20% (n=4) of conferences in the sample, there were no BAME speakers. The median percentage of BAME speakers remained between 9% and 18%.ConclusionConference panels do not yet reflect the diversity of the NHS workforce. We all have a duty to promote inclusivity and diversity in medicine. One way to do this is via conferences, through appropriate actions by conference organisers, panellists and delegates.

scholarly journals Overseas consultant psychiatrists moving into the NHS: initial experience

2006 ◽  
Vol 30 (6) ◽  
pp. 228-229 ◽  
Author(s):  
Mitesh Shah ◽  
Santanu Goswami ◽  
Gagandeep Singh ◽  
Robert Brown
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Healthcare Professionals ◽  
Initial Experience ◽  
International Fellowship ◽  
The Uk

Moving to a different country for work can be an interesting experience but can be demanding for healthcare professionals as the systems across countries are vastly different. At the same time, such an opportunity can enable professionals to broaden their skills and experiences. The National Health Service (NHS) provided such an opportunity by recruiting consultants from overseas under the International Fellowship Scheme. In this paper three psychiatrists (M.S., S.G. and G.S.) who moved to the UK under this scheme describe their initial experiences.

scholarly journals Integrating Refugee Healthcare Professionals In The UK National Health Service: Experience From A Multi-Agency Collaboration

2019 ◽  
Vol Volume 10 ◽  
pp. 891-896
Author(s):  
Mohsin Faysal Butt ◽  
Louise Salmon ◽  
Fahira Mulamehic ◽  
Avelyn Hixon ◽  
Abdul Rehman Moodambail ◽  
...  
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Healthcare Professionals ◽  
Service Experience ◽  
Uk National Health Service ◽  
The Uk

Digital Ophthalmology in the UK – Diabetic Retinopathy Screening and Virtual Glaucoma Clinics in the National Health Service

2020 ◽  
Vol 237 (12) ◽  
pp. 1400-1408
Author(s):  
Heinrich Heimann ◽  
Deborah Broadbent ◽  
Robert Cheeseman
Keyword(s):  
Diabetic Retinopathy ◽  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Daily Practice ◽  
Diabetic Retinopathy Screening ◽  
Technological Advances ◽  
Imaging Results ◽  
The Uk ◽  
Retinopathy Screening

AbstractThe customary doctor and patient interactions are currently undergoing significant changes through technological advances in imaging and data processing and the need for reducing person-to person contacts during the COVID-19 crisis. There is a trend away from face-to-face examinations to virtual assessments and decision making. Ophthalmology is particularly amenable to such changes, as a high proportion of clinical decisions are based on routine tests and imaging results, which can be assessed remotely. The uptake of digital ophthalmology varies significantly between countries. Due to financial constraints within the National Health Service, specialized ophthalmology units in the UK have been early adopters of digital technology. For more than a decade, patients have been managed remotely in the diabetic retinopathy screening service and virtual glaucoma clinics. We describe the day-to-day running of such services and the doctor and patient experiences with digital ophthalmology in daily practice.

National trends and cost of litigation in UK National Health Service (NHS): a specialty-specific analysis from the past decade

2021 ◽  
Vol 66 (4) ◽  
pp. 168-174
Author(s):  
Jenni Lane ◽  
Rahul Bhome ◽  
Bhaskar Somani
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Financial Burden ◽  
Total Annual Cost ◽  
Legal Reforms ◽  
Specific Analysis ◽  
Uk National Health Service ◽  
The Uk ◽  
National Trends

Background and aims Medical litigation claim and costs in UK are rising. This study aims to analyse the 10-year trend in litigation costs for individual clinical specialties in the UK from 2009/10 to 2018/19. Methods Data were procured from National Health Service (NHS) Resolution. Number of claims, total litigation costs and cost per claim were ascertained for each financial year. The data collected also includes the number of claims and average amount per claim per speciality during the years 2009–2019 (2009/2010 to 2018/2019 financial years). Results The total annual cost of NHS litigation is currently £3.6 billion(2018/2019). Damages make up the greatest proportion of costs(£1.5 billion). Surgical specialties have the greatest number of claims annually(2847) but Obstetrics has the greatest total litigation(£1.9 billion) and cost per claim(£2.6 million). Number of claims, total costs and cost per claim are significantly greater in 2018/2019 than in 2009/2010. Conclusions Addressing the issue of litigations is complex. Medically there are speciality specific issues that require attention, whilst some general measures are common to all: effective communication, setting realistic targets and maintaining a motivated, adequately staffed workforce. These, alongside legal reforms, may reduce the financial burden of increasing litigation on the NHS.

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