The RCP has responded to the latest GMC survey of specialist, associate specialist and specialty (SAS) and locally employed doctors, which highlights persistent concerns about bullying, harassment and discrimination in the workplace, and is calling for stronger action to create safe, inclusive working environments for all doctors.
The General Medical Council (GMC) has published its latest survey of SAS and locally employed doctors. It found that almost one in four (23%) locally employed doctors and nearly one in three (31%) SAS doctors had experienced or witnessed bullying or harassment in their role.
Among those who chose not to report incidents, 67% of both SAS and locally employed doctors believed reporting would make no difference. Many also feared adverse consequences, such as damage to their careers or relationships with colleagues (60% of locally employed doctors and 54% of SAS doctors).
The survey also found that internationally qualified doctors were more likely to report negative workplace experiences than their UK-qualified colleagues and were less confident about challenging and reporting discrimination.
RCP SAS lead Dr Naeem Aziz said:
'These findings are deeply concerning. No doctor should experience or witness bullying, harassment or discrimination at work, yet almost one in three SAS doctors and nearly one in four locally employed doctors tell us they have. SAS and locally employed doctors are vital to the delivery of safe, high-quality care, and they deserve to work in environments where they feel respected, valued and safe to speak up.
'It is particularly troubling that so many doctors who chose not to report incidents believed it would make no difference or feared the consequences for their careers and relationships with colleagues. A culture in which people do not feel able to speak up is a risk to staff wellbeing and patient safety.
'Trusts and health boards must take a zero-tolerance approach and ensure that doctors can raise concerns safely, with confidence that they will be listened to and acted upon. Particular attention is needed to the experiences of internationally qualified doctors, who the survey shows are more likely to report negative workplace experiences and are less confident about challenging and reporting discrimination.
'All doctors, regardless of career stage, contract status or specialty, deserve access to education, development, leadership opportunities and professional recognition. As the RCP has consistently said, there is no such thing as a ‘non-training’ doctor: doctors may be outside a formal training programme, but they should never be outside learning, development or career progression.
‘These findings also underline that creating a fair working environment is about more than tackling unacceptable behaviour. SAS and locally employed doctors need equitable access to education, career development, leadership opportunities and recognition of their expertise. We strongly encourage all NHS organisations to implement our guidance on educational and career support, and our 2026–30 SAS priorities set out how we will continue to support this vital part of the workforce.'
RCP president Professor Mumtaz Patel added:
‘The findings of this survey should be a wake-up call for NHS organisations across the UK. Every doctor has the right to work in an environment free from bullying, harassment and discrimination, regardless of their background, career stage or employment contract.
‘SAS and locally employed doctors make an enormous contribution to patient care and are a vital part of the medical workforce. When doctors do not feel safe, supported or able to speak up, it affects not only their wellbeing but the quality of care that patients receive.
‘Creating inclusive, supportive and psychologically safe workplaces is not optional. Employers, regulators and healthcare leaders must work together to build cultures where concerns are listened to, action is taken and all doctors can thrive.’
The RCP is calling for:
- a zero-tolerance approach to bullying, discrimination and exclusion, so that the skills, expertise and leadership of SAS and locally employed doctors are valued and supported
- robust systems in trusts and health boards to support IMGs who report bullying and harassment
- equitable access for SAS doctors to study leave and budget, high-quality educational supervision and protected training time
- clear career progression pathways for SAS doctors, and funding and recruitment of specialist-grade doctors
- better recognition and tackling of systemic racism and bias, to foster an inclusive working culture that enables NHS staff to provide high-quality care for the communities we serve.