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Women in UK Cardiology Presentation to SAC Trainees’ Session 24 th  April 2006  British Cardiac Society, SEC, Glasgow Dr. ...
Women in UK Cardiology 2006 Dr. Jane Flint In: SAC Trainees Session 24 th  April 2006 Glasgow No Conflict of Interest Decl...
 
 
Action Points from Report  2005 <ul><li>Establish mentors for women in cardiology – Specialty, Deanery and Trust based </l...
HSTC Chair Questionnaire 2006 <ul><li>100% response (3 just verbal) </li></ul><ul><li>New questions re: flexible training ...
Highlights in numbers - >100! <ul><li>18.1% Cardiology Trainees are women compared with 16.4% 2005 </li></ul><ul><li>5/22 ...
Flexible Training and Working <ul><li>15 women are currently training flexibly compared with 10 last year </li></ul><ul><l...
Mentoring, Initiatives and Practice I <ul><li>Only 10 used ad hoc additional mentoring (13 last year) </li></ul><ul><li>No...
Mentoring, Initiatives and Practice II <ul><li>8/22 have held competitive interviews for popular training slots ( 6 contem...
Future Recommendations to Council <ul><li>Responsibility of us all to ensure we reflect family friendly working practices ...
 
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presentation made to trainees'

  1. 1. Women in UK Cardiology Presentation to SAC Trainees’ Session 24 th April 2006 British Cardiac Society, SEC, Glasgow Dr. Jane Flint BSc MD FRCP BCS Council for Women in Cardiology
  2. 2. Women in UK Cardiology 2006 Dr. Jane Flint In: SAC Trainees Session 24 th April 2006 Glasgow No Conflict of Interest Declared Annual Scientific Conference Glasgow 24 th -27 th April 2006
  3. 5. Action Points from Report 2005 <ul><li>Establish mentors for women in cardiology – Specialty, Deanery and Trust based </li></ul><ul><li>Facilitate flexible training – STC based representatives, supernumerary funding, job share opportunities </li></ul><ul><li>Establish more part-time consultant posts </li></ul><ul><li>Improve access for women to popular subspecialties such as intervention </li></ul><ul><li>Refuse to tolerate sexism or gender based discrimination in the workplace </li></ul>
  4. 6. HSTC Chair Questionnaire 2006 <ul><li>100% response (3 just verbal) </li></ul><ul><li>New questions re: flexible training monies, appointment committee constitution, use of mentoring network, and flexible working practice in the future </li></ul><ul><li>12/12 from previous questionnaire just before Working Party report publication </li></ul>
  5. 7. Highlights in numbers - >100! <ul><li>18.1% Cardiology Trainees are women compared with 16.4% 2005 </li></ul><ul><li>5/22 HSTCs have > 25% women: Anglia, Wales, Wessex, SW Scotland, SE Scotland </li></ul><ul><li>12 HSTCs have increased %age women, but 15 still have < 20% women </li></ul>
  6. 8. Flexible Training and Working <ul><li>15 women are currently training flexibly compared with 10 last year </li></ul><ul><li>14/22 HSTCs now experienced flexible training compared with 12 last year </li></ul><ul><li>Just 6 aware of threat to flexible training monies, but 12 did foresee future funding problems </li></ul><ul><li>1 more Associate Dean, 2 more HSTC reps </li></ul><ul><li>14 considered flexible working to be likely at least in part in the future </li></ul>
  7. 9. Mentoring, Initiatives and Practice I <ul><li>Only 10 used ad hoc additional mentoring (13 last year) </li></ul><ul><li>No-one had yet used the women’s network but intention was reported (16 welcomed in 2005) </li></ul><ul><li>“ uniform encouragement” of trainees used rather than “not necessary” to take care </li></ul><ul><li>Dearth of initiatives reported but…. </li></ul>
  8. 10. Mentoring, Initiatives and Practice II <ul><li>8/22 have held competitive interviews for popular training slots ( 6 contemplating it) </li></ul><ul><li>6/22 always have a woman on appointments’ committees ( further 1 soon) </li></ul><ul><li>5/22 now admit to having counselled colleagues about sexist attitude </li></ul><ul><li>Only 3 have mentored new consultants (7in 2005) </li></ul>
  9. 11. Future Recommendations to Council <ul><li>Responsibility of us all to ensure we reflect family friendly working practices in Cardiology </li></ul><ul><li>Women’s Network should be used not just for additional mentoring but to e.g. provide input to appointments’ committees, encouragement to stand for HSTC </li></ul><ul><li>Careers advice in medical school and junior hospital years should encourage able women to consider Cardiology </li></ul><ul><li>Initiatives to increase recruitment of women into Cardiology and to ensure further CPD and inclusion in practice </li></ul>

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