UK Surgical Workforce Census Report

• Access to theatres is a major challenge: 56% of respondents cited that access to theatres was a major challenge and this was specifically cited by 61% of all surgical trainees. 
• Retaining the surgical workforce: 50% of respondents across all career grades indicated that they have considered leaving the workforce in the past year.   
• Respondents feel their workloads are unmanageable: 61% of respondents cited that burnout and stress are the main challenge in surgery - due to excessive workloads.  
• Consultant surgeons are considering retirement: 64% of the 55-64 age group of consultant surgeons plan to retire in the next four years. 
• Lack of time to train and mentor: Surgery remains a popular career choice, however, 52% of all surgical trainees reported a lack of adequate time for training. 
• Conflicts between clinical and managerial priorities: 47% of respondents said they felt that ‘system challenges’ had an impact on their ability to deliver their work. 
• Working beyond contracted hours: 67% of consultants always or frequently work beyond their contracted hours  
• Annual leave: 42% of respondents did not take their annual leave entitlements in the last year. 

The census data toolkit is a companion piece to Advancing the Surgical Workforce. The toolkit is interactive, allowing users to review the census data independently. It is best viewed in full screen and on desktop.

The data is organised into the domains covered by the census report, namely:

• demographics;
• job plans;
• working conditions.

Each section includes a number of filters to allow the data to be refined and reviewed. The report includes navigation guidance to demonstrate how the toolkit can be used.

If you would like to submit a request to use or cite any of the data, or if you have a data request query, please contact us at census@rcseng.ac.uk to enquire. 

 

We’ve made several recommendations in the full report which will provide the basis for future comparative work to support the working lives of surgeons and the wider surgical team.

Since the report's publication we have begun a programme of work to address the concerns raised in the census and improve surgeons' and patients' lives. Read about our actions so far.

Who makes up the UK surgical workforce? 

There were 6,348 responses from different members of the surgical team, which is approximately 25% of the current workforce. Of the responses to the census:

• 54% were consultants, 25% were trainees, 10% were SAS surgeons, 5% were LEDs and 6% were part of the extended surgical team (EST).
• Women make up 33%, 67% men, and other genders represent less than 1%.
• There is a greater proportion of ethnic minority surgeons in the trainee population than in the consultant population, overall, 57% described themselves as from a white background. 

Working conditions and wellbeing

• Nearly half (49%) of respondents cited working conditions as their main challenge. 
• 55% cited pay and pensions as a major challenge.
• 24% of respondents cited bullying and harassment as a main challenge. This increased to 35% for SAS surgeons and LEDs. 

Less than full time (LTFT) training and working

• 11% of the surgical team work less than full time, with the highest proportions by career grade happening among consultants (12% work LTFT) and higher surgical trainees (10% work LTFT).
• The top two reasons cited for working LTFT were work life balances and family commitments.  

Workload and productivity

• 67% of consultants cited always or frequently working above their contracted hours.
• Access to theatre/operating lists, adequate support staff and admin support were listed as the top three responses to the question, “What would increase your productivity?”

Surgical trainees

• 28% of higher surgical trainees and 45% of core trainees have considered leaving the profession.
• Overall, 71% of trainees would recommend training in their specialty; lack of training opportunities and lack of work-life balance were cited as the most common reasons they wouldn’t recommend training.  

SAS surgeons and LEDs

• SAS surgeons and LEDs describe similar experiences, citing limited inclusion, training and education and career development which have had a detrimental effect on their job satisfaction.
• Among the main challenges, ‘culture and environment’ was cited more frequently by SAS surgeons compared to other groups.
• 74% of SAS surgeons have an on call commitment.