The NHS needs more women leaders

‘We are failing to tap into the vast talent pool obtainable to us,’ writes Karen Castille. Photograph: Johannes Eisele/AFP/Getty Photographs

Have you ever felt like the odd 1 out? I have. I was meeting some of the most potent leaders in the NHS, and as soon as I walked in I felt distinct. I was noticeably shorter and slimmer, and I was not sporting a dark suit. I was the only female in the room. As I sat down the tea trolley was wheeled in and the chairman asked if I would like to pour the coffee for everybody.

The NHS has not nevertheless taken the concept of achieving gender stability on boards significantly. But the enterprise world, in contrast, has decided that it does matter. They believe there are tangible benefits to achieving greater balance at the top. Accordingly they are gradually, but successfully, addressing it. Girls now account for 20.seven% of board positions in FTSE one hundred businesses, up from 12.5% in 2011. In March this year, Cranfield University and Lord Davies of Abersoch both published specifics of the progress produced by FTSE companies.

In contrast the NHS has 37% of board positions filled by girls. Sound excellent? Not truly. The bulk, 77%, of the total NHS workforce are women, compared with 46% ladies in the complete of England’s doing work population. Set in this context, my analysis of how the NHS is doing on gender balance is that we are failing.

So why does it matter for the NHS? There is proof that higher gender stability at the leading improves economic and operational performance. I could also add that, in the wake of vacant difficult-to-fill NHS chief executive and director posts, we are failing to tap into the vast talent pool obtainable to us. But, for me, it issues for an even a lot more critical explanation. I am referring to that notoriously challenging to measure and alter situation – culture. In 2013 three seminal reviews (Francis, Keogh, Berwick) described failings in (some) NHS organisations and every single emphasised the need for NHS culture change. There is no simple or single way to modify culture, but improving the gender balance of leaders is a single of the levers however to be exploited (a stage also emphasised by Lord Davies in his report).

This is not about females currently being greater than males or without a doubt the reverse. Rather, evidence has proven that ladies have different skills than men. Whilst males are frequently discovered to be more powerful at approach, women are regularly powerful on taking initiative, integrity, honesty, creating relationships, collaboration and teamwork. The concern is greater balance, not simply much more women. I would be equally compelled to make the case for much more men if there were any all ladies boards. My level is that when men and women work together in NHS teams and on boards, there is a far more various variety of suggestions and perspectives, richer dialogue, much less group consider and much better challenge. In addition, balanced leadership teams better reflect the diversity of patients, employees and the wider public that the NHS serves.

The NHS has a lot to do to obtain an boost in women leaders. Important studying from FTSE businesses consists of encouraging and supporting the pipeline of girls in the method as our likely leaders of tomorrow. They have shown that this can be attained by supporting talented ladies to fulfill their prospective on merit, rather than by means of the enforcement of quotas.

More than the past twelve months the NHS Confederation has been operating in partnership with Dame Sally Davis, the chief health-related officer, the Royal Schools and other people to increase the situation of gender balance and supporting girls leaders across the NHS.

My hope for the future is that I can walk into a room of senior NHS leaders and for it not be uncommon that I am a female. I want the NHS to find a way of tapping into the deep pools of potential that exist inside of the ladies in its workforce, possible which goes way past the realms of producing very good coffee. The opportunity is waiting to be exploited. With each other with individuals, males and females leaders can collectively work to co-develop a new culture in the NHS.

Karen Castille, OBE, associate director at the NHS Confederation, will be speaking at the yearly NHS Confederation conference on Thursday 5 June.

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The NHS needs more women leaders