Why is this issue important?
There have been growing concerns that public health consultants do not feel valued, are unsupported or even excluded; lost in the hierarchy of line management structures.
Additionally, there is a persistent challenge of widening pay inequities amongst PH consultants working within the UK public health system, with differences according to employer, nation/region of work, whether working at national, regional or local level in the system, and whether medically and non-medically qualified.
The higher specialist training for public health consultants is identical and they work according to an identical job description but at varying professional status in the department’s hierarchy and are being rewarded with significantly different pay and terms and conditions (Ts & Cs).
This issue of pay inequity has been longstanding. It is profoundly unfair that consultants with identical specialty training carrying out identical job descriptions are not paid the same. A longstanding Faculty policy has been for equal pay for all public health consultants at a similar level to that enjoyed by consultants from other specialties.
When a group of professionals are undervalued the message that is conveyed is that their contributions are less important, their expertise less valuable. It is a moral failing; an injustice that undermines the very foundation of equity that public health strives towards. These experiences are incredibly damaging to employee wellbeing, and have the impact of not only demotivating the current workforce, but also deterring future generations from pursuing careers in public health, further exacerbating workforce shortages.
What do we want to achieve?
- To support a public health system that reflects the diversity it serves, where talent is recognised and nurtured, regardless of employer or region of work.
- Recognition that all public health consultants are highly skilled and valued professionals who work as system leaders at strategic and senior professional/management level.
- Parity and equality of professional status, not just between all public health consultants, but also between medical and public health colleagues, once they are accredited and on the specialist register.
- For all public health consultants to have the same contract irrespective of professional background.
- This contract should hold similar terms and conditions to consultants in other medical specialties.
What actions will FPH take?
The Faculty’s Workforce Wellbeing workplan sets out FPH’s commitment to advocate for parity of esteem and equitable terms and conditions for all public health consultants and directors.
Although the Faculty is not a trade union, it has a clear role in supporting the wellbeing of its members and in ensuring parity of esteem for the specialist workforce and assisting in the development of a healthy, fair and balanced labour market.
FPH has recently published a strategy that proposes ways in which these unreasonable and unjustifiable inequities in the system can be addressed.
To achieve these goals, FPH will engage with government, employers, and trade unions while exploring regulatory opportunities. Addressing these inequities is essential to maintaining a sustainable, resilient, diverse, inclusive and highly-skilled public health workforce. This will ensure fairness, promote workforce sustainability, and reinforce the recognition of public health as a multi-disciplinary medical specialty.
What actions can local teams take?
- Recognise public health consultants are highly skilled professionals performing roles equivalent to clinical consultants.
- Recognise that public health consultants perform equivalent roles irrespective of where they work within the public health system, or whether they are from a medical or non-medical background.
- Local teams can influence pay structures working with local organisations so that the pay is equitable and in-line with NHS Ts & Cs.
- Include in all job descriptions what the FPH specimen job description states in section 3 on the Professional Status of Consultants.
What actions can individuals take?
Public health consultants themselves should recognise that they should have parity of esteem and equitable contracts and if necessary, inform and work with their regional Faculty team to try and resolve any issues.
How will we measure progress?
- Parity of professional status
- Advertised pay for public health consultant roles
- FPH membership survey
- Working with stakeholders including APDH
- Faculty Advisers Committee
