Table 1

Recommendations to support female inclusivity within the medical workforce, summarised from literature evidence1 18 35 38

ListenBegin with listening to the experiences of the women around you. Make efforts to understand the issues they face. Male allies in the Armed Forces, medicine and academia have a significant role to play in effecting change and ensuring equity.
Lead by (Good) ExampleEveryone is responsible for ensuring that there is no space for bias, discrimination, hostility or sexism of any kind. Leaders can make the most significant difference by addressing issues at the point of occurrence before they reach an unacceptable or intolerable level.
Those affected should report using the pathways available and be supported to do so; this may require bravery and trust.
Be ObjectiveObjectively evaluate gender equity throughout all departments and sub-divisions. Consider if there is a lack of female representation and actively ensure equitable access for all those appropriately qualified. Single loud voices (of any gender) should not dictate action.
AdvocateEncourage all personnel to use policies that support work–life integration to reduce the likelihood of individuals needing to choose between career advancement and their personal circumstances. Avoid commenting on their decisions unless there is an explicit operational need.
ConnectFemales are more likely to report personal and professional isolation from their colleagues. Offer formal and informal networking opportunities which are accessible. Encourage female representation. When engaging in mentoring, consider your own potential biases regarding whom you choose to work with.
Support DevelopmentWomen are more likely to receive subjective feedback rather than objective, constructive and actionable points. Consider the content, intention and timing of delivered feedback. Challenge your delivery. Consider whether the same feedback could or would be given to everyone.
IncludeEnsure women are invited to the table, valued and respected.
The system may currently struggle to accommodate women. It is important that women within the organisation do not see the sacrifices that they may have made as the only way to do things. If the true aim is meritocracy and inclusion, we all have a part to play.