P352 Attracting trainees to gastroenterology and hepatology: a national survey with implications for diversity and inclusion

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Introduction Currently 5% of Gastroenterology and Hepatology trainees leave the UK training programme, yet the 2021 British Society of Gastroenterology (BSG) workforce report states a required 7–9% yearly expansion to provide an adequate consultant workforce. We aimed to establish the determinants contributing to the decision-making process of junior doctors interested in Gastroenterology and Hepatology, and to identify factors influencing diversity in recruitment. Methods An electronic survey was distributed to all attendees of the two-day BSG Taster Course in 2022, an introductory course aimed at junior doctors interested in pursuing a career in Gastroenterology and Hepatology. Statistical analysis was performed using SPSS. Results In total, 82 responses from the UK were recorded (55.6% male, 70.7% aged 26–31 years, 35.4% white ethnic group (WEG), and 72% in internal medicine training). Strong procedural elements, variety of subspecialties, and managing acutely deteriorating patients were the most reported reasons for increased interest in Gastroenterology and Hepatology (93.9%, 92.7%, and 91.5%, respectively). Previous involvement in endoscopy was reported to increase the likelihood of applying to Gastroenterology and Hepatology in 91.9% of cases. Whilst men and women had similar levels of exposure to endoscopy (73.4% vs 77.8%, respectively, p=0.782), 48.9% of participants reported insufficient exposure. Dual training in general internal medicine was an incentive for 54.8% of respondents, but greater for those from ethnic minority groups (EMGs) compared to those from a WEG (85.0% vs 55.0%, respectively, p=0.011). The competition for higher specialty posts negatively influenced 46.3% of participants, mainly those from a WEG compared to those from an EMG background (83.3% vs 47.4%, respectively, p=0.005). The prestige of the specialty had a positive influence on 53.7% of participants, with a greater effect on men than women (90.0% vs 68.0%, respectively, p=0.042). WEG respondents felt more represented within their Gastroenterology and Hepatology departments than all other EMGs combined (96.4% vs 37.5%, respectively, p=0.004). Men felt their gender identity was better represented than women within their regional departments (97.5% vs 76.7%, respectively, p=0.007). Conclusions Encouraging trainees to attend endoscopic procedures increases their likelihood of applying to Gastroenterology and Hepatology training posts. Further work is required to improve representation and diversity within the specialty.

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