Daycare in Hospitals: FBC News Advocates for Change

Regional Emergency and Critical Care Systems Strengthening Initiative/ Facebook]

SUVA, June 22, 2025

Emergency Room Exodus

Lack of workplace support pushes women out of emergency medicine.

• Emergency medicine is losing female professionals due to inadequate support.
• Cultural expectations place childcare responsibilities primarily on women.
• Simple solutions like on-site daycare could significantly improve retention.
• Increased support for women benefits the entire healthcare system.

The departure of women from emergency medicine, stemming from insufficient workplace support, is a growing concern within the healthcare community.

The Struggle is Real

aspen Medical Assistant Director of Nursing Praneel Shankar highlighted the issue at the Pacific Island Society for Emergency Care’s first meeting. He recounted the story of a nurse who left her job after giving birth because her workplace lacked breastfeeding facilities.

Did you know?-Many healthcare facilities lack dedicated spaces for breastfeeding or pumping,forcing new mothers to use restrooms or storage closets. This lack of accommodation can contribute to postpartum stress and impact their decision to remain in their positions.

Praneel Shankar [Source: Regional Emergency and Critical Care Systems Strengthening Initiative/ Facebook]

Culture vs. Support

Shankar pointed out the cultural expectations in the Pacific region, where women are often primarily responsible for childcare. He emphasized that while these cultural norms may be challenging to change, the healthcare system can and should provide support.

“Our culture is such in the Pacific that the females, the women, are entrusted to look after the children. That’s the culture. I know it’s biased. I know it’s unfair, but that is the culture. But we cannot change the culture.Though, we can support it,” shankar said.

Reader question:-What other cultural factors, beyond childcare, might disproportionately affect women’s careers in emergency medicine? How can healthcare organizations address these broader issues?

[Source: Regional Emergency and Critical Care Systems Strengthening Initiative/ Facebook]

Simple Solutions

shankar advocated for practical solutions like establishing daycare facilities or child-minding spaces within hospitals. These straightforward adjustments could make a meaningful difference in retaining female staff.

[Source: Regional Emergency and Critical Care Systems Strengthening Initiative/ Facebook]

without such interventions, Shankar warned that the trend of women leaving the profession would continue. he also noted the increasing number of women enrolling in medical schools like the Fiji National University.

Pro tip:-Hospitals can explore partnerships with local daycare centers to offer discounted rates or priority enrollment for employees. This can be a cost-effective choice to building and staffing an on-site facility.

Over time, he suggested, the focus might shift to retaining men in the field as well.

Shankar concluded that creating a more supportive and equitable workplace would ultimately strengthen the entire healthcare system,benefiting everyone involved.

Beyond Childcare: Systemic Challenges for Women in Emergency Medicine

While childcare support is crucial,other systemic issues contribute to the challenges women face in emergency medicine (EM). Addressing these broader hurdles is essential for fully supporting women in the field and stemming the emergency room exodus.These challenges include issues like the gender pay gap, lack of leadership opportunities, and the impact of implicit bias.

The demanding nature of EM, with its unpredictable hours and high-pressure surroundings, can disproportionately affect women. Long shifts and the constant on-call schedule can be especially arduous when combined with family responsibilities. This is further complicated by unconscious biases that may exist in the workplace.

Expert Insight: Many healthcare organizations are actively working to combat implicit bias in hiring, promotion, and performance evaluations. Training programs and obvious policies can help create a fairer work environment.

The Pay Gap and Career Progression

Studies show that women in medicine, including those in EM, ofen earn less than their male counterparts for similar work. This pay gap can be attributed to factors like negotiation disparities, differences in specialty choices, or biased promotion practices. Limited access to leadership positions can also hinder career advancement.

To address these issues, healthcare organizations should:

• Conduct regular pay audits to identify and rectify gender-based wage disparities.
• Implement transparent promotion criteria and mentorship programs.
• Actively promote women to leadership roles within the department.
• Offer flexible work arrangements to help balance work and family obligations.

Addressing these broader systemic inequalities is key. It ensures women aren’t forced to choose between their careers and their families. Moreover, creating a level playing field and valuing women’s contributions will lead to a more diverse and ultimately more effective healthcare workforce.

The Importance of mentorship and Sponsorship

Mentorship programs are critical to supporting women in EM. Connecting junior physicians with experienced female mentors can provide invaluable guidance on navigating career challenges, negotiating salaries, and balancing work and family life.

Sponsorship, the active advocacy for a person’s advancement, is another vital component. sponsors actively champion their mentee’s career goals, opening doors to leadership roles and opportunities. Healthcare organizations should foster a culture that encourages both mentorship and sponsorship for women.

Tip: Look for programs that connect women with role models and leadership training. Even informal mentoring relationships can be powerful.

Addressing the Shift Work and Work/Life Balance Issues

EM physicians work irregular hours, including nights, weekends, and holidays. This can be especially challenging for women with children or other caregiving responsibilities. Healthcare organizations must consider and address these challenges to retain female doctors. Flexible scheduling options, such as reduced-hour positions and the ability to swap shifts, can help improve work-life balance.

Frequently Asked Questions

What specific policies can hospitals implement to support female physicians?

Hospitals can implement policies like on-site childcare, lactation rooms, flexible scheduling, parental leave, mentorship programs, and pay equity audits. they should also promote women to leadership positions.

How does implicit bias affect women in emergency medicine?

Implicit biases can influence hiring, promotion, performance evaluations, and even patient interactions. Organizations should provide bias training.

Why is it essential for women to be represented in emergency medicine?

Diverse teams provide different perspectives, improving patient care and outcomes.Representation also provides role models and attracts more women and better strengthens the workforce.

What are the benefits of creating family-friendly workplaces?

Family-friendly policies reduce stress, increase job satisfaction, and improve the retention of all healthcare professionals, leading to a stronger and more effective healthcare system.