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Opportunities for clinical colleagues to develop skills in non-clinical areas including teaching, mentoring and coaching, examining, research, audit and quality improvement, committee work and leadership and management should be supported, transparent, equitably balanced across the department and incorporated into departmental plans.^18.19

Appropriate time should be allocated for non-clinical roles and the department as a whole should have sufficient funding for appropriate remuneration of those undertaking non-clinical roles as required to deliver departmental plans.^5,13

Senior and experienced SAS doctors should be given the opportunity to take on additional roles within the department.^20,42

The hospital should have mechanisms in place to support SAS doctors who aspire to achieve a Certificate of Eligibility for Special Registration (CESR), or advance their career in other ways, for example an educational supervisor who has knowledge of the necessary processes.  SAS doctors who are preparing for CESR should have this recognised in their job plans and departments should...

A support system and guidelines developed in conjunction with occupational health professionals should be in place to help anaesthetists returning to clinical work after a period of absence from clinical practice.^{21, 22} These could include, but are not limited to, returning after parental leave, or returning following long-term illness.²³

Departments should have an equality, diversity and inclusion (EDI) policy, strategy or vision in place which develops the organisation-wide strategy appropriate to the department and anaesthetic service. This should be available to all staff and regularly reviewed in light of ongoing experience and effectiveness.

Departments should analyse their EDI data to support staff and measure the impact of its functions/ services.

Departments should consider the equality impact of their processes, decision-making and services.²⁴

Departments should ensure that all staff undertake equality, diversity and inclusion training. This training should be easily accessible and should provide useful learning points.²⁴

There should be a fair and transparent process for allocation of roles in the department.²⁴