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Found 52 results
  1. Content Article
    Key messages 90% of National Nurses Associations (NNAs) are somewhat or extremely concerned that heavy workloads, and insufficient resourcing, burnout and stress related to the pandemic response are the drivers resulting in increased numbers of nurses who have left the profession, and increased reported rates of intention to leave this year and when the pandemic is over. 20% of NNAs reported an increased rate of nurses leaving the profession in 2020 and studies from associations around the world have consistently highlighted increased intention to leave rates. More than 70% of NNAs report that their countries are committed to increase the number of nursing students, but highlight that when this happens there will still be a three-to-four-year gap before new graduate nurses are ready to enter the workforce. During that time, they fear an exodus of experienced nurses. Due to existing nursing shortages, the ageing of the nursing workforce and the growing COVID-19 effect, ICN estimates up to 13 million of nurses will be needed to fill the global nurse shortage gap in the future. It is imperative that governments act now to mitigate the risk of increased turnover among nurses and improve nurse retention.
  2. Event
    The conference theme, ‘The Surgical Multidisciplinary Team: delivering safe, skilled, and effective care’ will focus on career progression for various practitioner groups whilst exploring the benefits of working collectively in a modern surgical team. Delegates will hear personal experiences of the challenges faced from the perspective of a Surgical First Assistant (SFA) and a consultant and a surgical trainee’s experience of working with non-medical practitioners. In addition, delegates will hear presentations on the need for a professional indemnity cover and much more. Register
  3. Event
    This ASCEND (acquiring skills, career exploration, networking and development) webinar aims to help students and newly qualified practitioners to develop the practical and personal skills needed to succeed during the early years of their perioperative career. It will focus on two main skills - leadership and the management of anaesthetic emergencies. Leadership is often mistaken for something that only comes with vast experience in a particular discipline. We will be re-examining ‘what is leadership?’ and introducing some leadership opportunities available early in your perioperative career. Management of anaesthetic emergencies is a crucial part of perioperative care. This is not only relevant for anaesthetic practitioners, it incorporates the whole theatre team. Being able to identify an anaesthetic emergency is a valuable skill in your early career. Learning outcomes: An introduction into leadership opportunities available early in your perioperative career. Understand different styles of leadership and how you can deploy them in your everyday practice. Identifying anaesthetic emergencies and learning through virtual simulation. Register
  4. Content Article
    The following key emergent themes of the Future Doctor Programme will help to prioritise the next stage of medical education reform: Patient-Doctor Partnership Doctors in the future clinical team have the patient firmly front and centre to promote supported shared-decision making and enable patients to make the best use of available care and support. The Extensivist and Generalist Future Doctors will have confidence in a greater breadth of practice across disciplines and specialties due to a strong base of generalist skills, which will enable them to deliver complex, comprehensive care managing co-morbidities in changing healthcare environments. Leadership, Followership and Team Working Future Doctors will demonstrate compassionate and collaborative leadership and effective teamworking. The Transformed Multi-professional Team Future Doctors will espouse and promote a culture where each member of the multi-professional team is acknowledged, respected, valued and empowered to accept shared responsibility. Doctors will promote other healthcare roles to patients and the public. Population Health and Sustainable Healthcare Future Doctors will learn, while embedded in their local community, to better understand population needs and use resources optimally to improve the physical, mental and social wellbeing of the whole population. They will embrace a culture of stewardship and a sense of community responsibility. Adoption of Technology Technology will be employed by Future Doctors as an enabler for change in clinical care and in education (e.g. remote supervision and care delivery and AI augmenting clinical decision making). Work-life Balance and Flexibility Throughout a Career Future Doctors will have flexibility in training and working, with access to portfolio careers and lifelong learning opportunities for changing careers. Driving Research and Innovation Every Future Doctor will be a scholar and will support patients to make informed choices around engaging in research. Future clinical academics will be local leaders in co-ordinating local, regional and national research and innovation.
  5. News Article
    Questions are being asked why the government is sticking to its cap on medical and dentistry places. A shortage of doctors and other medical staff has been described as the biggest challenge facing the NHS. But the number of places at UK medical schools are capped - in England this year there are 7,500 places. England's Education Secretary James Cleverly told the BBC that you can't just "flick a switch" to increase the capacity to train more doctors. Medicine is one of a handful of courses where numbers are limited by the government, because the cost is heavily subsidised. In 2020 and 2021 the government lifted the cap on numbers, which last year led to more than 10,000 places being accepted. But this year the cap in England is being reintroduced. Mr Cleverly told the BBC that the nature of highly technical, vocational courses like medicine meant increasing the number of places was far from straightforward. "To increase those numbers you would also need to increase the capacity in training institutions, both in universities and in hospitals. "It is not something you can just flick a switch and significantly increase the capacity to train. "The increases have got to be funded, they are technical and expensive courses and we need to understand the balance of requirements between these courses and other courses that the government is supporting financially." Read full story Source: BBC News, 18 August 2022
  6. Content Article
    As a dermatologist practicing in Detroit, Michigan, a city where the population is more than 80% people of colour, Meena Moossavi has seen how health inequities have disproportionately harmed her patients. At times, her patients of colour have come to her with late-stage skin cancer that she believes may have been better treated if it had been detected earlier. Because of a lack of awareness of the risks of skin cancer among Black people and clinicians’ lack of experience diagnosing skin conditions in people with darker skin, melanoma for Black patients can go untreated far longer than when it’s identified for White patients, Moossavi explains in this article.
  7. Content Article
    The book aims to provide well-founded, practical guidance to those responsible for leading and implementing human factors programmes and interventions in health and social care. It's structured around the different levels of a system, where practitioners might place their focus. For each level, the nature of issues that are frequently addressed is given, followed by a characterisation of available human factors methods and approaches. Then, a selection of representative and important human factors methods and approaches is described in detail using a practical example, helping guide practitioners through the many opportunities for human factors interventions and the wide range of methodological choice. Chapter 1 objectives and learning outcomes: To explain what human factors and the systems approach are. To understand what to look at within a healthcare work system. To be familiar with how human factors approaches improve system outcomes. To understand how human factors practitioners work.
  8. News Article
    Medical students are using hologram patients to hone their skills with life-like training scenarios. The project at Addenbrooke’s Hospital in Cambridge is the first in the world to use the mixed reality technology in this way. Students wear Microsoft HoloLens headsets that let them interact with the patient while still being able to see each other. Lecturers are able to alter the patient’s response, make observations and add complications to the scenario. It enables realistic and immersive safe-to-fail training which can be delivered remotely as well as in person. The first module, covering respiratory conditions and emergencies, has already been launched and more are planned around cardiology and neurology. The HoloScenarios system is being developed by Cambridge University Hospitals NHS Foundation Trust, in partnership with the University of Cambridge and US-based tech firm GigXR. Consultant anaesthetist Dr Arun Gupta, who is leading the project in Cambridge, said: “Mixed reality is increasingly recognised as a useful method of simulator training. As institutions scale procurement, the demand for platforms that offer utility and ease of mixed reality learning management is rapidly expanding" Read full story Source: CIEHF, 21 July 2022
  9. Content Article
    Giving birth in England is considered very safe. But it doesn’t mean we can’t do more, and it doesn’t mean we should only look at mortality. There are other questions we need to be asking: What kind of start are we giving mothers? Do they feel safe giving birth? Do they feel safe in pregnancy? Do they feel safe in those first few weeks and months looking after that tiny new person? Motherhood is hard. Looking after mothers so that they can take good care of their babies makes good sense, so maybe looking after those who are caring for mothers makes good sense too? The Royal College of Midwives (the UK’s only midwifery union) predicts that there is a shortfall of over 2000 midwives in England [1] and yet a recent survey of its members revealed that 57% are considering leaving the profession in the next year.[2] As a student midwife, it is disheartening entering a profession where morale is so low, and I wonder what effect this has on safety? All jobs have their downsides and midwifery is no exception. But if changing these downsides meant safer better births, is that not worth the cost? No more missed breaks. No more reduced breaks. No more finishing late without being reimbursed. No more midwives with UTIs because there simply hasn’t been time to stay hydrated and use the bathroom. No more signs up about staff room valuables being stolen because everyone would have a locker. No more ‘pay rises’ that are effectively pay cuts. No more buying extra uniforms because not enough have been provided to comply with infection control policies. No more fishing a teabag out with the end of a knife. Maybe that last one sounds silly? But I do think the small things count. The small things that can help staff feel cared for whilst they put their emotional and physical energy into keeping mums and babies safe. Caring for a new baby is an amazing time for many parents, but it’s no walk in the park. Often friends and family members want to make it easier for the parents, but they don’t know how to. There’s a bit of a cliché that if we look after the mum, we’ll look after the baby. I wonder if it is the same in midwifery? If we look after the midwives, we look after the mums. If we imagine a hypothetical scenario where somebody’s life is in danger and the doctor says we can save you, we just need to do ‘x’. Most people will do whatever ‘x’ is to save their life – it is a very basic survival instinct. However, real life scenarios are rarely this straightforward; in real life, the risks are not always so clear cut, sometimes we have good evidence of the mathematical risk of doing (or not doing) something, and at other times we don’t know. The other problem with real life scenarios is dealing with real people, each with their individual needs, values and lifestyles. So in real life, the issue of safety is also more complicated than survival. Safety in maternity services is not just about keeping mum and baby alive. It is absolutely a worthy goal to improve perinatal mortality rates, I am not sure anyone would argue with that, but this should be our base level for safe care. And what comes on top of it is not just a bonus, it is actually very important and can have a huge impact on future health and wellbeing. So what are a few of the key safety issues? We can’t think about safety in maternity without considering some of the alarming disparities highlighted in the Mothers and Babies: Reducing Risk through Audits and Confidential Enquiries across the UK (MBRRACE) report.[3] It showed that black and Asian women have a higher risk of dying during pregnancy and that those who live in the most deprived areas are also more at risk of death in pregnancy and the period after. We can’t consider safety in maternity and ignore the recent Ockenden report,[4] which highlighted major failings at one particular trust, but with wider implications. Like previous investigations into maternity service failings, one key issue is workplace culture. The kind of culture where staff live in fear of speaking up when things are going wrong, the kind of culture where staff don’t want to go into work anymore. We have maternity services with a one size fits all approach, where a lot of midwives are leaving and staffing is already short, where disparities in outcomes because of race exist, all set in a culture where fear and blame are rife. How did we get to this? I can’t imagine any midwife sets out to become a part of the problem. But how can you give individualised care when you are just keeping your head above water? How can you stay in a job that leaves you exhausted because you are covering the shortfall? Tackling disparities requires time to train staff to become culturally competent and plan care that is personalised and non-judgmental. As midwives and student midwives, safe care includes appreciating the nuances of each client we work with. Appreciating the nuances of each team member so that effective teamwork changes the culture and it is a joy to go to work every day. So many of these changes start with individuals. Individual midwives. Individual student midwives. Individual obstetricians. What if we looked after these staff members? What if we gave them the same great care and respect we expect them to provide? This is not a negative woe-is-me kind of blog. This is a dreaming blog - this could happen! There could be more care and compassion for the maternity workforce. And what kind of difference could it make? With recent railway strikes, there are whispers of union action in other public services. This issue feels more complicated in caring professions like midwifery. Balancing the legal right to strike with the legal responsibility to care for childbearing women. I have never met a midwife whose primary reason for choosing the career was to make money. It is a job of passion, love and dedication. But this does not mean it should be poorly paid with poor conditions. Quite the opposite in fact. Midwifery is sometimes seen as a profession primarily relating to women, and this is true. But actually, midwifery affects everyone: partners, children, whole families, future generations. Midwives are involved in virtually every pregnancy, and almost every birth is attended by a midwife. Everybody is born. What kind of working conditions would you have wanted for the midwife caring for you at your own birth? And what kind of working conditions will midwives have as they serve future generations? Because you can bet your life it will impact the quality of care they can offer. References 1 Falling NHS midwife numbers show worrying trend says the RCM. Royal College of Midwives, 18 May 2022 2 RCM warns of midwife exodus as maternity staffing crisis grows. Royal College of Midwives, 4 October 2021 3 Saving Lives, Improving Mothers’ Care: Lessons learned to inform maternity care from the UK and Ireland Confidential Enquiries into Maternal Deaths and Morbidity 2017-19. Mothers and Babies: Reducing Risk through Audits and Confidential Enquiries across the UK (MBRRACE-UK), November 2021 4 Ockenden Report: Findings, conclusions and essential actions from the independent review of maternity services at The Shrewsbury and Telford Hospital NHS Trust. 30 March 2022
  10. News Article
    Student paramedics are missing out on learning how to save lives because they are wasting hours in ambulances outside A&E instead of attending calls, it has been revealed. The College of Paramedics and ambulance directors say the hold-ups mean trainees are missing vital on-the-job experience, leading to fears over the safety of patients. Will Boughton, of the College of Paramedics Trustee for Professional Standards, said handover delays had become a problem for trainees’ development and exposure to real-life experience, meaning training had become “unpredictable”. If steps weren’t taken to increase training opportunities and address wider quality concerns in education, “it is very possible that patient safety may be at risk due to missed experience during practice education”, he warned. “A student could complete a regular shift and see lots of patients, getting lots of things in their portfolio signed off, or they could be the unlucky ambulance that joins the back of a queue and is then at hospital X for however many hours waiting to release that patient, so and it varies from county to county and service to service,” he said. Read full story Source: The Independent, 22 June 2022
  11. Content Article
    Key findings: Racism is widespread within the medical workforce. Over three quarters (76%) of respondents experienced racism in their workplace on at least one occasion in the last two years. Of these, 17% experienced racist incidents on a regular basis. Experiences of racism included discriminatory comments, being given fewer opportunities, more scrutiny of work, bullying by patients and colleagues, continued mispronunciation of names, and social exclusion. Overseas qualified doctors experience racism more often than doctors trained in the UK. 84% of respondents who qualified overseas said they had experienced racist incidents in their workplace in the last two years, compared to 69% of respondents who trained in the UK. Respondents who had qualified overseas were twice as likely to think that racism was a barrier to their career progression than those who had qualified in the UK (60% compared to 27%). Experiences of racism are significantly under-reported. 71% of respondents who personally experienced racism chose not to report this to anyone. The most common reasons given by respondents for not reporting experienced incidents were not having confidence that the incident would be addressed (56%) and being worried about being perceived as a troublemaker (33%). For those who did report, the most common outcome reported was that no action was taken (41%). Reporting experiences of racism results in backlash. Of those who had reported experiences of racism, nearly 6 in 10 total respondents (58%) said that doing so had a negative impact on them. Negative impacts described included being viewed as a troublemaker, being made to feel like the report was an overreaction, being overlooked for progression opportunities, and being made to feel like the incident was their fault. Racism has an impact on career progression for many doctors. Six in ten (60%) of respondents from Asian backgrounds, 57% from Black backgrounds, 45% from Mixed backgrounds, 36% from White non-British backgrounds, and 58% from all other backgrounds said they felt racism had been a barrier to their career progression, compared to 4% of White British respondents. Experiences of racism are affecting doctors’ confidence and mental and physical wellbeing. Six in ten respondents (60%) said that the racism they had experienced had negatively impacted their wellbeing. Respondents detailed a range of negative impacts including depression and anxiety, increased stress levels, lowered confidence and self-esteem, sleep issues, worsened physical health, and feelings of demotivation, frustration, and anger. Many doctors are considering leaving or have left their jobs because of racial discrimination. Almost a quarter of respondents (23%) said they had considered leaving a job because of racial discrimination and a further 9% said they had actually left a job.
  12. Content Article
    This page aims to support you if you are deployed as a result of COVID-19. This page aims to provide you with: support in terms of mental health and wellbeing during this difficult time. contact e-mail addresses to Schools of Pharmacy for questions, pastoral care and for access to student support services. support and signposting to resources that will assist you in practice and enable you to practise competently and professionally. signposting to COVID 19 resources.
  13. Content Article
    52 surgical Grand rounds hosted by different surgeons of differing specialties.
  14. Community Post
    A question posed by a delegate at our Patient Safety Learning Conference 2019: 'As invaluable sources of fresh intelligence, how can we encourage students/learners to become active leaders in patient safety?' What are your thoughts?
  15. News Article
    The highest ever number of medical students have been told there are no places for them this year, despite the health service’s crippling shortage of medics. The risk that young would-be doctors may not be allocated to start their training at a hospital in the UK has sparked concern among the medical students affected, as well as medical organisations. Pressure is growing for action to close the gap between the number of training places available across the NHS and the number of graduates seeking one, so medical talent is not wasted and hospitals hire as many fresh recruits as they can to help tackle the widespread lack of medics. Doctors are worried that the mismatch between demand for and supply of training places will lead to the NHS missing out on medics it sorely needs and that some of those denied a place will either go to work abroad instead or give up medicine altogether. The most recent official figures showed that the NHS in England is short of almost 8,200 doctors. Dr Dustyn Saint, a GP in Norfolk, tweeted the health secretary, Sajid Javid, about the situation, saying: “Sajid Javid sort this out! You know how much general practice needs these people in a few years, standing by and doing nothing is inexcusable.” Another doctor said: “It’s bonkers that 800 would-be doctors could be denied training places at a time when the NHS in England is short of 8,200 doctors.” The British Medical Association has voiced concern about the large number of unallocated medics. “Now we have a situation where a record number are left with unnecessary uncertainty about where they are headed this August,” said Khadija Meghrawi, the co-chair of its medical students committee. “In a time where student mental health is declining, this additional source of uncertainty and stress is particularly unfair.” Read full story Source: The Guardian, 15 March 2022
  16. News Article
    On average, UK medical students receive less than two hours of teaching on eating disorders throughout their entire medical degree. Even more concerningly, a fifth of medical schools do not include eating disorders at all in their teaching. Given that 1 in 50 people in the UK suffer from an eating disorder, and around 5% of the population will be affected at some point in their lifetime, this is something that needs to change. This week is Eating Disorders Awareness Week and Beat Eating Disorders are campaigning for UK medical schools to introduce comprehensive training on eating disorders to their programmes. Eating disorders are highly complex mental illnesses, but they are treatable. Just two hours of training is not enough time to equip medical students with the knowledge to identify the signs and symptoms and provide the necessary support to help sufferers access the most appropriate treatment at the earliest opportunity. Read more Source: Beat Eating Disorders