Nursing: Career Progression Inequalities

13. What steps he is taking to help tackle career progression inequalities in nursing.

I know that this issue is close to my hon. Friend’s heart, after his years of service as a nurse in the health service. We have to ensure that the NHS is an attractive place for nurses to work, and that they can progress. We hear directly from staff through our 10-year plan, and work closely with the Royal College of Nursing, Unison and other trade unions through our social partnership forum.

I must disclose that I worked as a mental health nurse in the NHS for the past 22 years, and that in my career, I progressed from nurse to head of nursing.

Recruitment and retention of nursing staff across the health and social care sector is key to delivering an NHS that is fit for the future, but the most recent NHS staff workforce survey showed that just 56% of staff felt that the health service acted fairly when it came to career progression. What steps will this Government take to address this issue, and to ensure that our nursing workforce feel valued and feel a sense of purpose in their wider work?

My hon. Friend is absolutely right that the issue is key, and that the results are worrying. I know how proud my friends and family members were to become nurses, and what a great career nursing offered them. We have to deliver on the promise of a good career, and build on that pride in being a nurse. We absolutely recognise that we cannot rebuild the NHS without their skills and their high-quality critical and compassionate care.

Does the Minister believe that the NHS should expect biologically female nursing staff to get changed in front of biologically male colleagues who identify as female?

No.