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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

Departments should review the responsibilities of anaesthetists as part of job planning.  This includes out of hours commitments and the scope of the individual’s practice, as well as any additional roles and responsibilities.^{17, 24, 25}

Anaesthetists should be supported in maintaining the scope of their clinical practice as required for their clinical role, including their out of hours and flexible clinical commitments.^{24, 25, 26}

Anaesthetists should be provided with adequate time in their job plans, resources and support to help them to complete annual appraisals and achieve revalidation.^5,13

Where possible departments should empower employees to make decisions concerning their jobs, regarding task variety and options to develop and learn new tasks.

Job reviews should take into consideration individual risk assessments for anaesthetists in the context of environmental threats, ill health, pregnancy and breastfeeding, menopause, fatigue, and the impacts of ageing. Where relevant advice from an accredited specialist in occupational medicine should be sought.²⁷