Preetee Hylton discusses the challenges that dental nurses face as the largest and most female-dominated GDC registrant group and how we can overcome them.
As a practising dental nurse and president of the British Association of Dental Nurses (BADN), I have immense love and passion for my profession. Dental nursing is an essential yet often undervalued profession, with women comprising most of the workforce. According to the General Dental Council (GDC), as of 2023 dental nurses represent the largest group of dental care professionals (DCPs). Yet we continue to face systemic challenges, including:
- Low and unreasonable wages
- Workplace sexism
- Bullying
- Harassment
- Inadequate recognition for our contributions to oral healthcare.
Here are questions we must ask ourselves:
- If dental nurses are the backbone of every dental practice – ensuring the safety, comfort and care of patients – why are we still underpaid and undervalued?
- Why are some of us still subjected to discrimination and bullying?
- Why is a profession dominated by women consistently overlooked in terms of fair wages, respect and career progression?
Gender disparities and compensation
The fact that dental nursing is predominantly female is a key factor in our profession being undervalued. Studies have long shown that professions dominated by women tend to be less well paid (Race, 2020).
Despite their crucial role in practices, most dental nurses receive disproportionately low wages. Many earn close to minimum wage while undertaking significant responsibilities in patient care as well as practice management. Addressing this obvious imbalance requires industry-wide recognition of our expertise and a commitment to reasonable pay.
‘Employers, professional bodies, and policymakers must work together to dismantle these barriers and create a more inclusive, respectful and equitable environment for all dental professionals’
Sexism and bullying within the dental industry
Sexism and bullying remain pressing issues within UK dentistry. Many female dental nurses experience discrimination, limited career progression opportunities and a clear lack of professional respect.
Personal accounts from dental professionals indicate that female staff frequently encounter gender bias and workplace bullying, which contributes to burnout and job dissatisfaction. I have witnessed dental nurses reporting verbal abuse, intimidation and a lack of support from colleagues and/or employers.
This toxic culture must change. Employers, professional bodies, and policymakers must work together to dismantle these barriers and create a more inclusive, respectful and equitable environment for all dental professionals. Every dental nurse deserves to work in a setting where they are made to feel value, safe and empowered.
Safeguarding in dentistry
Safeguarding within dentistry should extend beyond patient care to include the wellbeing of dental professionals. Dental nurses (students included) often work in high-pressure and stressful environments with limited protection against workplace harassment, bullying and/or exploitation. Our physical and mental health should be a priority, and perhaps this should be mandatory during our training period.
Domestic abuse and the role of dental nurses
As someone with lived experience of domestic abuse, I am a strong advocate for domestic abuse awareness in dentistry. Dental professionals are in a unique position to identify signs of domestic abuse. For example, patients who may present with physical trauma or exhibit behavioural signs of distress.
At the same time, it is vital to acknowledge that dental nurses may be victims of domestic abuse. Creating a workplace culture where employees feel safe, supported and able to seek help is crucial.
Recognising and empowering dental nurses: a call to action for the dental industry
Employers and industry leaders must take tangible steps to recognise the invaluable contributions of dental nurses. I strongly suggest embracing these practical suggestions (which may or may not fall on deaf ears):
- Paying fair wages – implementing structured pay scales that reflect the responsibilities and expertise of dental nurses in primary care, ensuring equal pay for equal work
- Providing career progression opportunities – creating pathways for dental nurses to advance their careers, through additional training, further specialisation and/or leadership roles (with reasonable pay increase, of course!)
- Fostering a zero-tolerance culture on bullying – implementing strict policies against workplace bullying, providing confidential reporting systems and ensuring accountability at all levels
- Investing in continuous professional development (CPD) – offering funded training and CPD opportunities to help dental nurses upskill and progress within and/or beyond the profession
- Implementing workplace safeguarding measures – establishing clear safeguarding policies to protect all members of staff from abuse, whether from colleagues or patients or external factors
- Recognising and celebrating contributions and achievements – acknowledging the hard of dental nurses through appreciation initiatives, awards and public recognition (what is stopping you from nominating your dental nurse for the Dentistry Awards?)
- Improving work-life balance – offering flexible working arrangements and mental health support to ensure dental nurses can allocate time for self-care and for their families.
A future of equity, recognition and celebration
A great deal of progress is still needed to achieve gender equality in the industry. Dental nurses deserve to be respected, protected and fairly compensated for their critical role in the population’s oral healthcare. By standing together, boldly challenging injustices, and firmly demanding change, we can create a profession that values us.
To all dental nurses across the UK: our work is vital, our expertise is invaluable and our voices matter. Let us all continue to push for recognition, equity and a brighter future worth celebrating.
Reference
- Race, A. The gender wage gap by occupation 201. Iwpr.org. Retrieved 25 February 2025, https://iwpr.org/wp-content/uploads/2020/08/C480_The-Gender-Wage-Gap-by-Occupation-2018-1.pdf
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