Recruitment and retention into obstetrics and gynaecology: the influencing factors

Abstract

The number of UK trained medical students entering obstetrics and gynaecology has fallen dramatically in recent years. Reasons for this are multifactorial, but consultation of the views of over 1500 undergraduates and postgraduates identified concerns over work–life balance, medical litigation and poor undergraduate experience. These negative perceptions need addressing to improve recruitment and to re-emphasize the key attractions of the specialty.

Attitudes towards attrition among UK trainees in obstetrics and gynaecology

“…This study explored attitudes of trainees in O&G in a single region and thus may not reflect national concerns; however the findings are consistent with other studies (Whitten, Higham 2007, Thangaratinam, Yanamandra et al 2006.…”

“…The questions were devised by three of the authors, who were actively serving members of the trainees' committee. Questions and option lists were checked against previous questionnaires into recruitment in O&G (Currie, Huggins et al 2013, Whitten, Higham 2007. Content was reviewed by the chair of the Training Programme Management Committee (TPMC), the body responsible for overseeing O&G training in HENCEL.…”

“…Our findings support previous work done regarding the effect of stress and lack of work-life balance on O&G trainees, and the reasons why people choose O&G as a specialty. (Thangaratinam, Yanamandra et al 2006, Whitten, Higham 2007 .…”

Future recruitment into obstetrics and gynaecology: Factors affecting early career choice

“…The early interest cultivated in medical school as found in our study is then more significant, as potentially a higher number of junior doctors' interests remain sustained. A previous study in 2007 suggested that the main detrimental factor towards a career in O&G was working condition, hours and shift patterns (Whitten and Higham 2007). The imminent and ongoing implementation of the 'European Working Time Directive', whereby working hours are curtailed to a maximum of 48 h per week, means that preconceived impressions of long hours spent doing on-calls may no longer hold true in the near future, reducing attrition rates after an early choice to do O&G as a career.…”

How can recruitment be improved in obstetrics and gynaecology?

“…Poor undergraduate experience was a deterrent for male students and for female students who had acquired less experience during the course. During 2005, Whitten and Professor Higham 19 surveyed 1567 students and junior staff, 54% of whom were medical students: 19% said they were very likely to pursue a career in obstetrics and gynaecology, 35% considered it a possibility and 46% responded that they were unlikely to enter obstetrics and gynaecology. Six percent cited a positive role model as an incentive; 16% job satisfaction; 24% the mix of surgery and medicine and 13% the broad choice of activities; while 13% found litigation within the specialty off‐putting and 24% were put off by the hours/shifts/conditions of service.…”