What has the research told us?

Dr Doyin Atewologun and Roger Kline spoke to over 260 individuals and gathered in-depth information and insight into experiences in primary and secondary care across all four countries of the UK. They spoke to various doctors, employers and healthcare providers, senior managers and HR leads.

The research found that multiple and interlinked factors lead some groups of doctors to be referred to us, more than others. These factors include:

  • Induction and support: Some doctors don’t have an adequate induction or enough support in transitioning to new social, cultural and professional environments.
  • Lack of feedback: Some doctors in diverse groups don’t always receive effective, honest or timely feedback because some clinical and non-clinical managers avoid difficult conversations. This means that concerns may not be addressed early and can therefore develop.
  • Working patterns: Doctors working in isolated or segregated roles or locations lack exposure to learning experiences, senior mentors, support and resources.
  • Insider and outsider dynamics: Some groups of doctors are treated as ‘outsiders’, which leads to them not having access to as many opportunities and puts them at risk of being stereotyped.
  • Impact of leadership: Some leadership teams are remote and inaccessible, which makes it difficult for doctors to approach them and allows divisive cultures to develop
  • Blame culture: Some organisational cultures respond to things going wrong by trying to identify who to blame rather than focusing on learning. This creates particular risks for doctors who are seen as ‘outsiders’.