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SAS doctors play a pivotal role within the anaesthetic workforce, and it is imperative for organisations to establish robust support structures to nurture their professional development. Unlocking the full potential of each SAS doctor not only benefits them personally, but also augments the services they provide and ultimately enhances patient care.

SAS doctors are crucial in anaesthesia, necessitating robust support structures for their growth. Unleashing their potential both benefits them personally and enhances patient care. Vital support includes that of an SAS tutor, a trust local negotiating committee representative, and an SAS advocate. The Guidelines for the Provision of Anaesthesia Services (GPAS) define exemplary departments and highlight non-clinical attributes vital for success. Notably, roles like ‘SAS clinical lead’ and ‘SAS mentor’ empower SAS doctors for self-determined career paths.

With the rise of the Black Lives Matter and #MeToo movements in the last few years, media attention has been drawn to the abusive behaviours that have become embedded in our culture. Under the Equality Act 2010, it is against the law in the UK to discriminate against anyone because of nine ‘protected characteristics’. These are race, age, gender reassignment, being married or in a civil partnership, being pregnant or on maternity leave, disability, religion or beliefs, and sex and sexual orientation.

A survey among doctors and medical students highlighted that 76% had experienced racism in the work place at least once in the previous two years.¹ Similarly, 91% of woman doctors in the UK have experienced sexism at work,² and a survey among European surgeons revealed that 20% had considered quitting their job due to discrimination.³ While surgery is a specialty where discrimination and harassment concerns have been well documented, these issues have not been explored widely among anaesthetists.