Abstract
Objectives:
To assess the impact of existing strategies to promote equitable progression, with respect to ethnicity, in the English urology workforce and British Association of Urological Surgeons (BAUS) leadership between 2009 and 2020.
Subjects and Methods:
A Freedom of Information (FOI) Act request was made to NHS Digital regarding demographic data of clinicians working in urology between 2009 and 2020. Data were collected on urology consultants, specialist registrars and specialty and associate specialist (SAS) doctors over this period. The ethnicities of British Association of Urological Surgeons (BAUS) Trustees and Council Members were determined over the same period, by review of public profiles.
Results:
The proportion of consultant urologists identified as White decreased from 65.5% to 53.6% (p < 0.0001), while the proportion of Asian/Asian British consultants increased over the same period (26.9%–36.6%, p < 0.0001). There was a significant increase in Black/Black British trainees (3.0%–11.0%, p < 0.0001) but a decrease in the proportion of Asian/Asian British trainees. Over half of SAS doctors were Asian/British Asian, but this decreased over time as the proportion of white surgeons increased in this group. There was a decrease in the proportion of White urologists occupying BAUS leadership positions (80.6% to 67.6%, p = 0.5).
Conclusion:
Trends towards increased ethnic diversity were seen across all groups. This was most marked among consultant and SAS doctors. More limited change was observed in the urology leadership. The significance of this is unclear but may reflect a need to address barriers to progression in the highest echelons of urology leadership. The BAUS Widening Participant Group strategy aims to continue this progress, with its 10-point plan designed to support current trainees and tomorrow’s leaders with their career aims.
Level of evidence:
Not applicable
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