Marvin OnumonuResearch from the British Medical Association (BMA) found that over half (53%) of disabled and neurodivergent doctors and medical students surveyed had left the profession or seriously thought about it in the past two years.
34% of those surveyed said they had been bullied or harassed about their disability, neurodivergence or long-term health condition.
78% had worried about being treated unfairly for those reasons.
Amit Kochhar, chair of the BMA’s representative body, said: “Worryingly, the survey found that just 34% of respondents who disclosed their disability to their place of work or study experienced improved support.
“Disabled doctors and medical students are present at every level of the profession, contributing as valued and vital members of the medical workforce.
“Providing appropriate support is not only the right thing to do – it’s essential.”
Kochhar added: “Yet half of respondents reported having to use their annual leave to attend medical appointments, a clear sign that support isn’t where it should be.
“When that support is lacking, we risk losing talented doctors from the profession altogether.
“This loss is detrimental to individuals, patients, and the NHS, compounding workforce retention challenges and increasing pressure on those who remain.”
He said: “A lack of disability and neurodiversity awareness, coupled with discrimination and stigma, can significantly impact disabled doctors’ lives and careers.
“We also continue to see disparities, such as the later diagnosis of autism in women, and significant variation in access to services for international colleagues.
“Those who have already overcome personal hurdles should not face additional barriers, such as rigid exam policies or being unfairly penalised throughout their careers.”
73% of respondents said they had not received all the reasonable adjustments they needed at work or study.
63% of those taking part said a lack of support had been a direct barrier to their study and career progression.
Other findings included 43% paying for their own reasonable adjustments, 50% using annual leave for appointments linked to their health, and 42% being subject to performance management processes due to disability or neurodivergence-related sickness absences.
42% did not think their place of work or study had a culture that was disability or neurodiversity inclusive.
