Women in the National Health Service (Hansard, 19 February 1991)

§ Mrs. Virginia Bottomley

[holding answer 8 February 1991]: The latest available information, which relates to 1989, indicates that there were 770,300 women working in the national health service in England, representing 76.6 per cent. of the total work force. We are firmly committed to ensuring that the best possible use is made of their valuable contribution.

We take every opportunity to stress to health authorities the importance of flexible working arrangements, including job sharing, which allow women to successfully combine their family responsibilities with those of working in the NHS.

To encourage authorities in the development of good personnel policies and practices which enable them to recruit and retain the services of women staff, we have endorsed a wide range of initiatives, including: Publication of a comprehensive guidance manual and summary report sent to all health authorities by the national steering group on equal opportunities for women in the NHS. Many health authorities operate their own independent day nursery and holiday play schemes, while others have entered into collaborative arrangements with separate organisations. Launch of two new schemes in December last year for "Keeping in Touch" and "Getting Back to Practice" to replace an existing dentists' retainer scheme, enabling dentists who take career breaks from their practices to keep up to date with their skills and experience. The introduction of a maternity payments scheme for general dental practitioners who intend to return to general practice after having a child. Publication in January this year of the report and recommendations of a special departmental working group on "Women Doctors and their Careers" aimed at promoting greater equality of opportunity for women in the medical profession. Publication of a special report by the Department's social services inspectorate "Women in Social Services—A Neglected Resource" giving guidance on how social services departments can benefit from making full use of womens skills and experience. Launch of a new scheme providing special leave arrangements for a range of family and domestic needs, agreed in January this year between NHS management and staff representatives. This scheme complements one agreed in July last year under which authorities may grant career breaks. Departmental funding for a number of projects aimed at encouraging the return of nursing, health visiting and midwifery staff to the NHS.

Additionally, the new GP contract recognises explicitly that women GPs often want to combine a career in general practice with bringing up their family. It does so by formally introducing new opportunities to work part time and to job share. We have also removed the list size criterion for a locum allowance while a woman GP is absent from the practice having a baby—so the practice will not lose out while she is away.

Implementation of some of these schemes is a matter for the individual employing authorities. We shall continue to seek ways of encouraging them to effect improvements where necessary.