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Background <p>Over the last thirty years the demographics in medicine have changed with more female doctors graduating from medical schools. At the same time we are experiencing a rural health workforce shortage and a key issue is encouraging female doctors to take up rural careers. This study explores the training and work experiences of female doctors emerging from a general practice (GP) training pathway which promoted developing both primary care and additional skills to serve rural communities (Rural Generalist– RG). It further seeks to contrast perspectives of the barriers and enablers to RG training and careers between emerging and mature cohorts of RG self-identifying females.</p> Methods <p>A sequential mixed method framework was undertaken. Firstly, a survey was sent to all females who had completed their GP fellowship training with a regional training provider focused on promoting RG training and career development between 2016 and 2022 (cohort one). This was followed by semi-structured interviews with this cohort and females self-identifying as RGs who were in mature careers (cohort two).</p> Results <p>Results showed that the majority of females were working less than full time. 71% of females who recently completed training (cohort one) were working in large population centres and 39% were working in rural and remote areas with the majority intending to stay in their current role. Most indicated that they were happy with the salaried parts of their role. For those working rurally (beyond large population centres) the hours of work were unpredictable. In interviews, cohort one reflected experiences of a more female-friendly work environment than those in cohort two (mature careers). However, both faced similar issues around children, family, partners and workload related to RG work and both sought mentors for practical and emotional support.</p> Conclusions <p>This study shows the need to consider the whole person within recruitment processes and provide both personal and professional support. In addition, flexibility for part time training and less than full time work needs to be offered and become more accepted within the medical community.</p>

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Fostering the growth and development of the female rural generalist workforce: a mixed methods study

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年6月19日

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  • Emily Anderson,
  • Belinda O’Sullivan,
  • Tiana Gurney,
  • Louise Young,
  • Kirstie Broadfield,
  • Matthew McGrail,
  • Lawrie McArthur

摘要

Background

Over the last thirty years the demographics in medicine have changed with more female doctors graduating from medical schools. At the same time we are experiencing a rural health workforce shortage and a key issue is encouraging female doctors to take up rural careers. This study explores the training and work experiences of female doctors emerging from a general practice (GP) training pathway which promoted developing both primary care and additional skills to serve rural communities (Rural Generalist– RG). It further seeks to contrast perspectives of the barriers and enablers to RG training and careers between emerging and mature cohorts of RG self-identifying females.

Methods

A sequential mixed method framework was undertaken. Firstly, a survey was sent to all females who had completed their GP fellowship training with a regional training provider focused on promoting RG training and career development between 2016 and 2022 (cohort one). This was followed by semi-structured interviews with this cohort and females self-identifying as RGs who were in mature careers (cohort two).

Results

Results showed that the majority of females were working less than full time. 71% of females who recently completed training (cohort one) were working in large population centres and 39% were working in rural and remote areas with the majority intending to stay in their current role. Most indicated that they were happy with the salaried parts of their role. For those working rurally (beyond large population centres) the hours of work were unpredictable. In interviews, cohort one reflected experiences of a more female-friendly work environment than those in cohort two (mature careers). However, both faced similar issues around children, family, partners and workload related to RG work and both sought mentors for practical and emotional support.

Conclusions

This study shows the need to consider the whole person within recruitment processes and provide both personal and professional support. In addition, flexibility for part time training and less than full time work needs to be offered and become more accepted within the medical community.