Gender Discrimination in the NHS
Have We Finally Eradicated Discrimination?
I recently had a conversation with a retired senior ACP who was the first ACP in the emergency department at her hospital. She started alongside two male ACPs, and hearing about her experiences was truly eye-opening.
She shared how, at the time, she wasn’t quite seen as a nurse but wasn’t a doctor either, which made establishing herself a real challenge. But in the spirit of International Women’s Day 2025, she also reflected on the discrimination she faced. Despite always introducing herself as an ACP, she was repeatedly referred to as a nurse—while her male colleagues were automatically assumed to be doctors.
This reminded me of a story I recently read about female pharmacists in Britain. Before 1869, when the Pharmaceutical Society finally allowed women to sit exams, aspiring female pharmacists had to hide their identities, registering under their initials just to be able to practice.
So, have we broken the glass ceiling? We’ve come a long way, but stories like these remind us that there’s still work to do.
The Latest News
For the first time in history, the UK has more female than male doctors, according to the latest data from the General Medical Council (GMC). Women now make up 50.04% of registered doctors, numbering 164,440, compared to 164,195men (49.96%). This shift has been driven by a sustained increase in female medical students, with women making up 60% of medical school intake in 2023-24—and as high as 72% in Northern Ireland.
Despite this progress, disparities remain in leadership positions within the NHS. While women outnumber men in the medical workforce, they are still underrepresented in senior roles. Recent figures show that only 37% of NHS medical directors and 43% of clinical directors are women, compared to their increasing presence in the general workforce.
Interestingly, The GMC’s 2024 national training survey revealed worrying figures about sexual discrimination in the workplace:
9% of female doctors reported experiencing unwelcome sexual comments or advances, compared to 4% of men.
The issue is more pronounced for female doctors in early training:
18% of first-year foundation trainees faced such experiences.
13% in their second year and 6% at higher training levels.
So.. What Next?
Medical leaders have emphasised the need for structural changes to ensure women doctors feel safe, valued, and have equal opportunities for career progression. For example, Carrie MacEwen, chair of the GMC, stated that while the growing diversity in medicine benefits patients, gender-related challenges persist.
She called for better support systems to help women advance in leadership roles. Latifa Patel of the BMA highlighted the urgent need for NHS reforms, including:
Workplace policies that recognise maternity leave and childcare responsibilities.
Onsite nursery provisions and more flexible working arrangements.
Stronger measures to prevent and address sexual harassment.
Scarlett McNally, President of the Medical Women’s Federation, stressed the importance of flexible rotations and reduced administrative burdens for trainees, particularly as postgraduate training often coincides with pregnancy and early parenting.
In conclusion, the growing diversity of the workforce is a great step toward reducing gender discrimination. However, within the NHS and across all professional groups, there is still a long way to go to create true equality and inclusivity.
Until next time
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