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THE 2020 UK CONSULTANT CENSUS ADMITTING WOMEN: REFLECTIONS ON GENDER INEQUALITY TIME TO HEAL: INVESTMENT IN PRACTITIONER WELLBEING IS ‘NOT A LUXURY, BUT A NECESSITY’

PLANNING, SUPPLY AND RETENTION IN THE WORKFORCE: A CALL FOR ACTION ISSN 2632-0185

FOR MEMBERS OF THE ROYAL COLLEGE OF PHYSICIANS AND SURGEONS OF GLASGOW

WINTER 2021

Interactive Cardiology Conference 2022 HYBRID CONFERENCE

Friday 11 March 2022 9am - 5pm We are delighted to celebrate the 10th annual Interactive Cardiology Conference and look forward to welcoming you to this hugely popular, always sold out event. This one-day hybrid conference will feature keynote lectures, interactive case-based learning and for the first time, abstract oral presentations. Our programme offers comprehensive updates on key contemporary topics, with world class leaders providing a clinically relevant review of the latest evidence and practical management approaches to frequently encountered scenarios in daily clinical practice.

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EDITION 11 21

REFLECTIONS FROM THE ZAMBIAN BUSH

TIME TO HEAL: INVESTMENT IN PRACTITIONER WELLBEING IS ‘NOT A LUXURY, BUT A NECESSITY.’

PLANNING, SUPPLY AND RETENTION IN THE WORKFORCE: A CALL FOR ACTION

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NEWS BITES

26 A CELEBRATION OF DIVERSITY AND COMMUNITY MEMBERS’ AREA 28 COLLEGE UPDATES

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PRESIDENT'S REFLECTIONS EVERY STORY’S ENDING

THE 2020 UK CONSULTANT CENSUS

Voice is the magazine of the Royal College of Physicians and Surgeons of Glasgow. If you are interested in contributing to Voice please email media@rcpsg.ac.uk Copyright 2021. The text and images in this publication may not be reproduced without permission from the Royal College of Physicians and Surgeons of Glasgow. To request permission, please contact the Creative Manager. Produced by the office of the Chief Executive Officer and Corporate Communications and Marketing.

ADMITTING WOMEN: REFLECTIONS ON GENDER INEQUALITY

30 HOPE FOUNDATION AWARDS GRANTS 32 EDUCATION AND EXAMINATIONS CALENDAR 36 NEW MEMBERS WELCOME

Editor Elaine Mulcahy Design Kirsty Smith Print Winter and Simpson Print Photography Nick Callaghan, Ian Marshall, Chris Watt, Lorraine Hannah, Kirsty Earley Royal College of Physicians and Surgeons of Glasgow 232 - 242 St Vincent Street, Glasgow, G2 5RJ +44 (0) 141 221 6072. Registered Charity SC000847.

WINTER 2021 EDITION 11

PRESIDENT’S VOICE

PRESIDENT'S REFLECTIONS T

College community as a way of getting to know what motivates his will be my final and drives us, and to appreciate the breadth of diversity and VOICE as President of our passion among our members. Each week since then, new stories College. When I look back have arrived and I have been consistently humbled and proud to the first column I wrote on these to be part of this community. Our members’ motivations, drive pages in December 2018, I set out and compassion has never ceased throughout the pandemic: my aspiration for our College to instead they have continued to inspire and deliver in the face be the ‘Go To’ Royal College for of adversity. Since sending the first ‘Who We Are’ email in education, training, support and September 2019, we have shared 164 individual stories and influence. I closed the article with experiences. These stories have also been the main focus of our the line: “I’ve outlined a vision Instagram page, and the most engaged with content on our for the next three years. No doubt This is what we stand for an incredible community and it social media channels. We have during that time there will be ups has been a privilege to be your President. and downs. I am however determined to deliver. We are on the threshold of an exciting time in College history. Please work with us to help to make Our College the “Go To” College.” I’m not sure I had anticipated quite the extent of the ups and downs that we would experience over the ensuing three years! It certainly has been an era that will go down in our College history. Despite the enormous challenges we have all experienced through the pandemic, our determination to deliver has remained consistent. When I reflect back on the cover pages of VOICE over the last three years they do in a sense provide a visual story of some of the key areas on which we have spoken out and also Workforce celebrated. Leadership, workplace We are committ ed to working in partnership with and across the hea others in governm lthcare sector to yWhat wo up for ent culture, speaking up for the address the rang workforce issues e of challenging Inclusllenivginit which impact on ing change uld ndyou sta the work of our ? Fellows and Mem g the norm and to reflect cha bers to . profession, our heritage, Covid mitted e community Taking action We are com king to nt our Colleg s you? active in see ersity. We wa y div ver What motivate and are y equalit rkforce. We dership roles. recovery, our College community, in the NHS wo ior medical lea the diversity women in sen imbalance of address the health inequalities, climate change, n my Taking actio medicine in ted to take ’ and wellbeing – each area so critical I was motiva ple ‘thank you sim A e. leg y col your pre-universit better with t who has got to the story of who we are, what What motivates you in your career? from a patien patient who even from a to rts treatment and effo t r bes have put you we stand for, and what we do as a feels that you and been on diti con Clare Marney ir medical me. alleviate the what drives e enough is College. compassionat In the Summer of 2019 we mar Devaraj Dr Dinesh Ku launched our ‘This is Who We Are’ HOPE campaign, inviting our members to Foundation submit their stories, and to tell us what matters to them. These messages Mr Dipen K. Menon were then shared with the wider UK Physicians’ Census professional activi We continue to work ties with governme with the Royal Colle nt and ges of employers. We will Physicians of Edinb urgh and London keep on highlightin to develop a issue over g this comprehensive annu the months and al snapshot of the years to come. workforce challenges facing physicians acros Consultants’ pens s the UK. ions Supporting prof Curre nt pensions arran essional activities gements are havin ga negative impact Our College conti on the retention nues to raise the of experienced issue of doctors in the NHS. erosion of the healt hy balance in time We’re committed to working spent with others to addr between direct clinic ess this issue and al care and supp orting retain consultants in the health service. Please get in touch if there is an area of work focused by the healthcare around the work profession that force issues faced you would be inter – contact media@r ested in working cpsg.ac.uk with us on

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Small changes and shared learning can make a big difference in the provision of healthcare. The HOPE Foundation enables the College and its members to provide philanthropic support to charitable health initiatives. Its purpose is to make a positive difference to the health of people living in challenging circumstances, where access to quality healthcare is limited. Photograph credited to Rob McDougall

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Along with that privilege comes responsibility and I have felt that responsibility deeply, particularly during the additional challenges posed by the pandemic. Throughout the last three years, I have been completely dedicated to doing my very best for you, and for our College. We have prioritised key issues that impact each one of us in our professional working lives –

College VOICE Winter 2018 - 2021 5

MY VISION

Professor Jackie Taylor took office as our president on 7 December. She’s written for Voice setting out the priorities for her presidency

“ Workforce shortages

Wellbeing

Inclusivity

During my tenure as I President I continued to be a working clinician, and I am acutely aware of the relentless nature of clinical work in under-resourced hospitals with an increasing demand for patient care. These problems existed before the pandemic and were magnified by them. The workforce challenges have led to further worrying issues, such as staff burnout, poor mental health, and very low morale. The Covid pandemic also laid bare the stark realities of health inequalities that exist in our society and throughout our workforce, and the many issues that persist around equality, diversity and inclusion. In the last three years, we have worked hard on your behalf to bring these issues to the fore. We have done this by speaking out through government engagement, policy development, campaigns and communications to influence change and ensure your voice was heard on key areas that impact on the healthcare workforce, both personally and professionally. There have been many changes within the College over my term of office, particularly during the pandemic. Delivery of exams, training, education, events and our many boards and committees have all moved largely into the virtual world. We have learned so much, so quickly. Our reach and connectivity have never been wider. We have changed our governance structure, to become a more responsive, accountable and inclusive organisation, and we have focussed on our core values to provide an environment of nurturing and peer support. Change is sometimes difficult, but I hope the progress that we have made will continue to reap benefits in the years ahead. I am extremely proud of what we have achieved together and would like to take this opportunity to thank College members, Office Bearers, the College staff and leadership team and my clinical colleagues for their incredible support and commitment over the most difficult of times. I would also like to wish Mike McKirdy every success and I’m sure that under his leadership there will be continued growth in our College community and our voice. Thank you all so much for the kindness you have shown to me over the last few of years. It truly has been an honour to be your President.

“

E G E C O L L

While our strategic priorities are clear, my vision is for us to focus on three areas which from my experience are of key importance to clinicians: workforce, wellbeing and inclusivity.

Professor

Jackie Taylor

wellbeing Workforce, ity and inclusiv

320 YEARS CELEBRATING LEADING AGAINST FGM

Watch the President introduce Voice: rcp.sg/winter18 THE FIGHT RCPSG.AC.UK

here did 2018 go? As a one year draws to a close in wellbeing. Sadly reports of bullying and harassment in the and a New Year approaches it’s an ideal time to workplace are becoming more frequent, particularly related look ahead and visualise what the next three years to underperforming services. Poor teamwork, leadership and of my Presidency will hold. A few years ago during an informal undermining of staff erodes morale. These issues aren’t just bad chat, I was asked what I thought the College should be. My for healthcare workers: there is clear evidence that staff wellbeing response was that we should aspire to be the “Go To” Royal is related to patient safety, medical errors and quality of care. College - one which offers so much in terms of education, So what can we do? We will develop a programme of work to training, support and influence that it becomes a focal point support wellbeing for healthcare professionals. This will include of excellence. That is still my view, and we have embarked on a educational events, reinforcing the role of our mentorship and journey of transformation. buddy programmes, peer support, signposting resources and Thanks to the leadership of Past President David Galloway, services and working with the NHS and providers to improve the continuing efforts of all health care professionals who give workplace culture. We want you to feel that this is your so freely of their time, and the hard work and expertise of community and Collegiate home both physically and virtually. the staff, our College is in a good place. We have a growing, The third area is inclusivity. As the first female President of more engaged membership and our educational offering the College, I feel entitled to comment that as an is expanding. Education, training and CPD are our institution it may not always have been as core functions. Developing e-learning is a inclusive as it could be. While the permafrost priority and we now have the equipment is melting and there has been considerable and capability to do it. With the advent of progress, still when I look around, the We should aspire to be augmented and virtual reality, allied to constitution of the various boards our clinical skills training facilities, and committees does not adequately the “Go To” Royal College the possibilities truly are limitless. represent the workforce. That must - one which offers so much in While our strategic priorities are clear, change. So what will we do? Equality my vision is for us to focus on three areas and diversity must overarch all College terms of education, training, which from my experience are of key activities. Producing policy is important, support and influence that importance to clinicians. but insufficient. These values will be The first of these is workforce. Staff are woven into every aspect of the College it becomes a focal point the most valuable asset of the NHS, but we strategy and function. Allied to this will of excellence all work in environments where every day there be the development of values and behaviours are shortages: rota gaps and unfilled posts at all grades which will sit at the heart of the College. have become the norm, resulting in even heavier workloads for During my Presidency I also plan to bring the work of the those at work. The impact in terms of ill health is becoming Trainee Committee to the centre of College activities. It sounds all too apparent. More worryingly 31% of doctors in training, trite to say that they represent the future of the College. That if given their time again, would choose a career outwith is however the fact! Our doctors in training bring a unique medicine. So what can we do? Workforce planning is extremely perspective, incredible enthusiasm and ability, and great ideas. complex. We plan to work with the other Colleges, the NHS Combining these attributes with the skill and experience of and government to devise short and medium term solutions to more senior healthcare professionals is a winning combination. develop a sustainable workforce. The experience that doctors You will hear more of their plans from Mahua Chakrabarti in in training have at work requires a sea change. Enhancing this edition of College Voice. recruitment is of fundamental importance, but retention of I would like to thank David Galloway for handing over staff equally so. This is of particular relevance as about 35% the College in such an excellent state of health. David has of consultants will reach retiral age within the next 10 years. been an outstanding President and during his time in office We need to retain the skills and expertise of this group by the College has flourished. I have very much appreciated his improving the experience in later stages of a career and we have advice, support and wisdom. He will remain on speed dial! I some ideas how we might do that. am also grateful to the College staff, Council and Office Bearers The second area is wellbeing. The health and wellbeing of for their continuing hard work and help during my year of health care professionals at all stages of career is something preparation. I also must acknowledge the huge support from which concerns me greatly. Doctors and nurses are reporting my colleagues at work: without their help, I would not be in a increasing levels of stress, fatigue, ill health and burnout. This position to be a working President. year’s GMC national training survey highlighted that 1 in I’ve outlined a vision for the next three years. No doubt 4 trainees and 1 in 5 trainers reported features of burnout. during that time there will be ups and downs. I am however Some of this is related to sheer volume of work and there determined to deliver. We are on the threshold of an exciting is no doubt that wellbeing and workforce are inextricably time in College history. Please work with us to help to make linked. However, workplace culture also plays a crucial role Our College the “ Go To” College. WINTER 2018 EDITION 2

AND “DATA RICH E INTELLIGENC POOR”

FOR MEMB

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WINTE R 2018

WINTER 2021 EDITION 11

EVERY STORY’S ENDING Mark Hazelwood, CEO of Scottish Partnership for Palliative Care

he past 18 months have been a tragic and brutal reminder of the impacts of serious illness, dying and bereavement. Whilst individual experiences have varied greatly, COVID-19 has highlighted an eternal truth: as human beings we are a community rooted in the shared experience of mortality. We are all vulnerable ultimately to the fears, uncertainties, suffering and losses that come with serious illness, dying and bereavement. These past months have also demonstrated the best of humanity - in the care and support provided by communities, and by health and care services, to those reaching the end of life or who have been bereaved. These compassionate responses demonstrate a deeply rooted conviction that at this most vulnerable stage of life people have a fundamental human right to the care and support they need. Leaving aside pandemics, over the coming two decades Scotland will see a large growth in the number of people dying each year – this is largely because of an aging population. Currently 1 in 3 hospital beds is being used by someone in their last year of life. The majority of people in care homes

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for older people are in their last year of life. Over 30,000 frail elderly people receive social care support at home each week. In 2040 more people will die, at an older age, very often after living with multiple different health conditions. Living with serious illness, dying and bereavement are inevitable and unavoidable parts of the human life course. Whilst dying itself is ultimately inevitable for everyone, there is much which can be done to improve people’s experiences during these difficult times. Across Scotland’s health and care system professionals of all disciplines are engaged in supporting people and their families dealing with these situations, optimising wellbeing during the time which people may have left, be that years, months, days or hours. Most of this work is not badged “palliative care”. Now is a good time to take stock of how in Scotland people are supported when living with serious illness, dying and bereavement, and ask how can we do better? This is the question we have been working on at the Scottish Partnership for Palliative Care. Our conclusions are published in a new report Every Story’s Ending.

The report is long, detailed and highlights eight priority areas for action: Establishing leadership, commitment, collaboration and accountability Improving the planning and organisation of services Measuring and understanding peoples experiences of living with serious illness, dying and bereavement, and the impact of services Working collaboratively with individuals and communities (who provide the bulk of the care and support which people receive) Encouraging the public to think and plan ahead for this inevitable phase of life Improving care and support overnight and at weekends Improving bereavement support Ensuring there are sufficient adequately skilled staff to provide services

The first three of these, whilst they sound very dry, are perhaps the most important. Despite being a huge part of what the health and social care system delivers each day, palliative and end of life care is often surprisingly invisible in polices, plans, strategies and particularly in the measurement and understanding of outcomes. A significant proportion of health and care expenditure occurs in relation to this phase of life, so it is remarkable that there is no systematic approach to identifying what outcomes this expenditure is trying to achieve, to planning how to achieve those outcomes, and to measuring what happens as a result. Rather, most expenditure currently is the result of reactive decisions taken across different organisations; end of life care often occurs unseen, unnoticed and unaccounted for in the margins of other plans and strategies.

1 in 3 hospital beds are occupied by people in the last year of their life

The organisation and delivery of palliative care services in Scotland is complex. Multiple different organisations (lots of different parts of the NHS, local authorities, care homes, care at home services, hospices, other charities) are involved. The lines of accountability and responsibility are complex. This can lead to a lack of strategic attention to palliative care as a whole. This is compounded by an individual and organisational discomfort in contemplating mortality. There can also be a (perhaps unconscious) assumption that because death is inevitable there is little which can be done to improve associated experiences. There is now work in some areas which is starting to address this fragmented situation, for example the End of Life Together partnership in Highland, which takes a population approach based on collaboration across settings and sectors (NHS, voluntary and independent). https://highlandhospice.org/whatwe-do/end-of-life-care-together#anInnovativeApproach It is really important that those people who have positions of leadership speak about the importance of living with serious illness, dying and bereavement. It is very welcome, therefore, that the Scottish Government has recently committed to developing a new national strategy for palliative and end of life care. Whilst a national strategy doesn’t change anything in itself, it does help to focus attention, resources and activity. Around 58,000 people die in Scotland each year, and there is much to be proud of in the way that communities and formal services respond to those impacted. However, despite progress over the past decade, there remains a long way to go before Scotland can be sure of its ability to fulfil the rights of its citizens towards the end of life. It is eminently possible to make those rights a consistent reality. To fail to do so is a conscious choice which reflects poorly on a wealthy and technically accomplished society. Just as ‘it takes a village to raise a child’, it takes a community of public and professionals to provide care and support for people who are living with serious illness, dying and bereavement. There is no more appropriate time to renew our commitment to this undertaking than now, and no finer expression of our shared humanity.

Most people who live in care homes for older people are in their

last 18 months of life

30,000

Over frail older people receive care at home each week

The full report can be found here: www.palliativecarescotland.org.uk/content/everystorysending/ WINTER 2021 EDITION 11

NEWSBITES STRENGTHENING RELATIONSHIPS WITH EGYPT College President, Professor Jackie Taylor, recently met with the Egyptian President, His Excellency Abdel Fattah Al-Sisi following the signing of a memorandum of understanding to work together to advance standards of surgical, medical, and dental care. During their meeting, they discussed plans to facilitate delivery of the FRCS(Ophthalmology) exam in Egypt and the development of a new programme that will identify opportunities to develop postgraduate education, training, and assessment in support of healthcare professionals. Professor Taylor presented the President with a College plaque during their visit, commenting: “Our partnership with the Ministry of Higher Education and Scientific Research represents a positive step forward in supporting the next generation of teaching, research, and technology in the Arab Republic of Egypt. The College already has a strong connection with Egypt and our International Advisors will play a key role in supporting a smooth roll out of the programme, ensuring practical implementation across the medical and health sector. We’re proud to have this agreement in place which will see our relationship with Egypt grow from strength to strength for the benefit of those keen to work in this field of healthcare.”

HE Professor Khaled Abdel Ghaffar, Egypt’s Minister of Higher Education and Scientific Research said: “Egypt’s future is tied to the development of our youth. Part of that growth and development will come from nurturing the innovation and talent we have here in our country and the region. “We are delighted to partner with the Royal College of Physicians and Surgeons of Glasgow to bring their premier teaching, research, and technology experience to Egypt and expanding our capabilities to support the growth of this cooperation.”

REST AND FOOD CAMPAIGN MAKES IMPACT During September, our Rest and Food campaign generated significant attention across our communications and social media channels. Many of our members submitted content for the campaign, which sought to highlight the impact of a lack of access to basic rest and catering facilities in the healthcare workplace. Some of the content received from our members was very impactful, giving a true sense to the scale in which a lack of rest and food can have on morale and performance. On the reverse, those who provided examples of workplaces which had put in the effort to support their staff, and examples of staff supporting each other, illustrated the positive impact this can have. Many individuals and organisations joined in the campaign on Twitter, resulting in the hashtag achieving almost 0.5 million impressions. The Scottish Cabinet Secretary for Health subsequently announced increased funding to provide staff with access to basic needs including rest facilities, and hot food and drink, pastoral care and psychological support in the NHS Winter Plan for Health and Social Care in Scotland, which was welcomed. Details about the campaign can be viewed on our website here: rcp.sg/restandfood

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COLLEGE DELEGATION VISITS SRI LANKA In late November a delegation from our College was invited to attend the College of Surgeons of Sri Lanka (CSSL) Annual Congress in Colombo. College President, Professor Jackie Taylor, was invited to take part in the Lighting of the Lamp Ceremony at the Congress, and was delighted that she was awarded Honorary Fellowship of the CSSL, alongside Professor Dr Lim Kean Ghee, President of the Royal College of Surgeons of Malaysia. The College delegation, which included Professor Taylor, along with President Elect, Mr Mike McKirdy, Mr David Richens and Mr Abhay Rane also met with Dr Chandanie Wanigatunga, acting Director of Postgraduate Institute of Medicine. The trip also presented the opportunity for College Members and Fellows in Colombo to meet each other and the College delegation at a social reception, hosted by the President, at CSSL. We’d like to extend our thanks to our Sri Lankan hosts. It was a pleasure to be part of this prestigious event.

LEADERSHIP DEVELOPMENT SCHOLARSHIP College President, Professor Jackie Taylor, recently joined four outstanding women to celebrate their successful completion of the Leadership Development Scholarship Programme. The programme, which is a joint initiative between our College and the University of Glasgow, is designed to support those under-represented in medical leadership positions, within either a clinical or academic setting. The programme involves personal mentorship, training programme, networking opportunities, alongside a range of courses and activities. The College and the University of Glasgow extended its warmest congratulations to these four successful leaders:

Professor Jackie Taylor with Ms Mary M Brown, Dr Antonia Ho, Dr Claire Langridge and Ms Nicola Jane Madeley

Ms Mary M Brown

Dr Antonia Ho

Ms Brown is the first female Urologist in a Lead Clinical role within NHS Greater Glasgow & Clyde, and has been a consultant urological surgeon for over ten years. She has worked as the Lead Clinician for Urology North, and leads the urology participation in the Scottish Government Institute of Healthcare Optimisation Programme. Alongside this, she is the urology representative on the Surgical Education Board of the College, and the regional representative for the West of Scotland on the Council of British Urological Association of Surgeons, and the President of the Scottish Urological Society.

Dr Ho is a junior Principal Investigator and Medical Consultant, as well as an infectious disease physician, clinical epidemiologist and scientist. She is a Clinical Senior Lecturer at the University of Glasgow Centre for Virus Research, and an Honorary Consultant in Infectious Diseases for two Glasgow hospitals. She has won multiple awards, published a variety of papers and presented on various topics within infectious diseases at a range of conferences.

Dr Claire Langridge

Ms Nicola Jane Madeley

Dr Langridge has been a consultant Physician for the Elderly in South Glasgow for ten years and works as a Foundation Programme Director within NHS Education for Scotland. She is both a Fellow and a member of the College's Academy of Clinical Educators. She has been integral in quality improvement and audit across Glasgow as well as producing a variety of clinical research papers. She recently has taken up the post of Associate Postgraduate Dean – Quality (Mental Health) within NHS Education for Scotland.

Ms Madeley is a consultant Orthopaedic Surgeon in Glasgow Royal Infirmary and an Honorary Senior Clinical Lecturer at the University of Glasgow. She has organised conferences, co-ordinated lecture programmes, as well as service re-design within her departments. She has organised the Triennial Foot and Ankle teaching term for West of Scotland Trainees’ since 2012, and is an Educational and Clinical Supervisor for junior and middle tier trainees.

WINTER 2021 EDITION 11

Medical Conferences

with the Royal College of Physicians and Surgeons of Glasgow

Syncope Conference 2022 - Everyone’s Problem HYBRID CONFERENCE

Friday 4 February 2022 We are delighted to announce that we will welcome both face to face and virtual delegates to this year’s Syncope Conference. This one-day hybrid conference will provide an up to date look at the assessment and treatment of syncope and will feature interactive presentations, case-based learning and panel discussions. A wide range of topics will be covered, including: syncope in ED and risk stratification, driving and syncope, when to refer to cardiology, syncope or seizure and setting up a syncope clinic, as well as looking at the latest treatments.

Diabetes and Endocrinology Conference 2022 HYBRID CONFERENCE

Friday 25 February 2022 We will welcome both face to face and online delegates to this one-day hybrid conference, covering the most topical and relevant areas of diabetes and endocrinology, a specialty which has changed and evolved markedly in the last decade. Via a mixture of lectures, panel sessions and case based learning, the Conference will focus on topics relating to clinical uncertainties including: cardiovascular evidence in type 2 diabetes, the use of technology and data in type 1 diabetes, diabetes remission and weight loss, diabetes insipidus and diagnostic challenges, secondary hypertension, managing adrenal nodules and updates in immunotherapy.

Neurology 2022 HYBRID CONFERENCE

Friday 18 March 2022 This conference will cover a wide range of topics relevant to neurology, and will review practical issues faced by the busy clinician. The programme will consist of presentations, videos, and interactive discussions, delivered by a team of expert speakers. There will also be a poster competition with a deadline of 3 February 2022.

FOR MORE INFORMATION VISIT

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LIFE IN THE TIME OF COVID-19:

THE 2020 UK CONSULTANT CENSUS

Graphics - Royal College of Physicians of London

WINTER 2021 EDITION 11

Key findings The COVID-19 pandemic has had a profound impact on the NHS, but the pressure on its systems and medical workforce as shown by the 2020 UK consultant census are not new. Put simply, the number of doctors and other clinicians needed to meet patient demand continues to significantly outnumber the supply. As the NHS moves from crisis management to recovery, we must take the opportunity to address this long-term issue. For the past 8 years, barely half of advertised consultant posts were filled, mostly due to a lack of suitable applicants.

52 % 36

in 2020

of consultants had experienced being undermined and 35% had witnessed a colleague being undermined, usually by managers or fellow consultants. This was more common among women and consultants from an ethnic minority.

Consultants estimate that they work

more than they are contracted to work, mainly due to their clinical workload.

of consultants described being in control of their workload only ‘sometimes’ or ‘almost never’. 38% said that they worked excessive hours or had an excessive workload ‘almost always’ or ‘most of the time’.

of consultants reported that their morale was worse during the pandemic and only 5% reported that it was better; 69% reported that morale was worse in their department and only 4% reported that it was better. The ratio of population size to number of consultant physicians varies widely. Regions with comparatively fewer consultants have the highest rates of unfilled advertised posts and locum consultants.

The continuing pressures that physicians are under, exacerbated by the pandemic, appear to be the main factor behind the negative experiences documented by the 3,736 consultants who contributed to the census. Filling vacant consultant posts, reducing experiences of undermining, addressing excessive workloads and improving consultant experiences of general internal medicine (GIM) are crucial if we are to improve the working lives of physicians in the UK.

Next steps

work with the NHS in England to help develop the People Plan that supports its Long Term Plan, making the case for greater flexibility for staff of all ages and career stages

identify and promote ways of encouraging trainees to work in specialties and locations with the largest recruitment gaps

make the case for the UK to be accessible and welcoming to trainees and doctors from countries outside the UK

We will continue to:

use the census data in our discussions with government about the need for accountability and transparency in workforce planning

work with government and our partners to double the number of medical school places, with a focus on regions with fewer doctors

RCPSG.AC.UK

CONSULTANT WORKFORCE The Medical Workforce Unit of the Royal College of Physicians of London conducts an annual consultant census on behalf of the RCPL, the Royal College of Physicians of Edinburgh and the Royal College of Physicians and Surgeons of Glasgow. The census was sent electronically to 15,383 consultants and 3,736 (24%) responded. Removing consultants who no longer work in the UK and adding new consultant appointments gave a total of 17,219 substantive consultant physicians in the UK: 84% worked in England, 3% in Northern Ireland, 7% in Scotland and 6% in Wales. Consultant physicians are not distributed evenly in the UK according to the background population. The mean ratio of background population to full-time equivalent (FTE) consultant was 4,245. The highest ratios of population to FTE consultant in England were in Wessex (5,945), the East of England (5,170), the East Midlands (5,073) and Yorkshire and the Humber (5,026). By far the lowest ratio in England was in London (2,968). The population to FTE consultant ratios were close to the national average in Wales (4,238), Northern Ireland (4,343) and Scotland (4,259). Regions with high population to FTE consultant ratios often also have the highest rates of unsuccessful consultant appointments, and interventions to address these disparities should be an important element of future workforce planning. The five largest medical specialties remained cardiology (10.3% of all consultant physicians), geriatric medicine (10.1%), gastroenterology/hepatology (9.9%), respiratory medicine (9.1%) and endocrinology and diabetes (6.6%). 5.5% of consultant physicians specialise in acute medicine. Numbers of consultants in all of these large specialties appeared from the census to have increased over the past year despite the pandemic: in cardiology by 2%, geriatrics by 4%, gastroenterology/hepatology by 6%, respiratory medicine by 5%, endocrinology and diabetes by 3% and acute medicine by 8%. As in previous years, there has been an increase in the proportion of female consultant physicians, so that the consultant workforce is now 62% men and 38% women. This trend is set to continue as the majority (53%) of higher specialty trainees (HSTs) are women. 24% of consultants worked less than full time (LTFT), including 42% of women and 12% of men.

Trend of women in the consultant workforce

23%

CONSULTANT APPOINTMENTS 48% of advertised consultant physician posts with an advisory appointments committee (AAC) in England, Northern Ireland and Wales were not filled this year, with 49% of these due to a lack of any applicants at all and 34% due to no suitable applicants. In 2018 we noted a fall of 33% in the number of advertised consultant posts with an AAC, a 5% rise in 2019 and this year there was a further reduction of 15%. A number of factors may have contributed to this fall, including a lack of HSTs able to complete their training during the pandemic to meet the demand in shortage specialties, the deteriorating financial situation within the NHS and the wider effects of the pandemic, but this is a worrying pattern. This year, acute medicine again advertised the highest number of posts (127), followed by geriatric medicine (111) and respiratory medicine (79). There was marked variation in the proportion of successful appointments between specialties, with genitourinary medicine (95%) and renal medicine (75%) having the highest proportion, but other specialties having less success – acute medicine (35%), respiratory medicine (46%) and geriatric medicine (49%). In England, the East Midlands region had the highest proportion of unsuccessful appointments (63%), followed by the West Midlands (61%). It was easier to appoint consultants in London – only 38% of appointments were unsuccessful. There were higher rates of unsuccessful appointments in Wales (59%) and Northern Ireland (57%), compared with 46% in England overall. It is crucial that the geographical distribution of trainees in the UK better matches the geographical population demand for consultant physicians. Trainees prioritise geographical location, illustrated by the fact that only 21% of CCT holders reported applying for a consultant post outside their deanery. 39% of consultants reported a consultant vacancy within their department and this particularly affected some specialties: acute medicine 60%, geriatric medicine 56%, gastroenterology/ hepatology 46% and respiratory medicine 45%. 37% of respondents’ departments had tried unsuccessfully to appoint to a consultant vacancy in the past 2 years, 39% had been successful and 25% had not tried. These reports fit well with data from consultant physician AACs, with the East Midlands (50%), Kent, Surrey and Sussex (46%), South West (45%) and Northern (45%) English regions reporting the highest rates of being unsuccessful in appointing to a vacancy, and London (25%) the lowest rate. 44% 54% of consultants reported adverse effects from consultant 38% vacancies within their department, most commonly adequate Available data work–life balance (39%), audit/ Expected trend quality improvement (25%), inpatient work (24%), educational 20 21 22 23 24 25 supervision or assessments (24%) 0 0 0 0 0 0 2 2 2 2 2 2 and elective clinical work (22%).

Year

WINTER 2021 EDITION 11

LOCUM CONSULTANTS The mean reported number of FTE substantive consultants in a specialty department was 8.6 and the mean number of locum consultants was 1.7. The specialties reporting the highest percentage of locum consultants were clinical pharmacology and therapeutics (28%), stroke medicine (26%), acute medicine (23%), genitourinary medicine (22%) and palliative medicine (20%). The regions that reported the highest percentages of locum consultants in a specialty department included north Wales (26%), north Scotland (23%), Kent, Surrey and Sussex (21%), Northern Ireland (21%) and the East of England (20%). Consultants generally reported that locum consultants had been needed to staff their department for the past year (24%) or 2 years (19%), but 13% reported that this had been the case for 5 years and 7% for 10 years. 48% of consultants reported adverse effects from needing 2016 to staff their department with locums. Most commonly these were adequate work–life balance (32%), educational supervision or assessments (22%), audit/quality improvement (21%)2017 and formal teaching (19%).

We examined the frequency of six symptoms which suggest that a person may be at risk of burnout (the Maslach Burnout Inventory). 17% of consultants experienced three or more of the six burnout features ‘almost always’ or ‘most of the time’, compared with 14% in 2018. This was more common in those working FT (18%) than in those working LTFT (13%), and common at all ages except among consultants over 60. It was more common among certain specialties – immunology (31%), clinical pharmacology and therapeutics (30%), genitourinary medicine (23%), medical oncology (23%) and gastroenterology/hepatology (22%). A GIM commitment made burnout seem more likely (19% compared with no GIM commitment (15%). Gender and ethnicity had no influence.

Job satisfaction (always or often) by year 2016

49%

88%

2005 88% 2006

88%

49%

2007 2017

55%

2008 2009

CONSULTANT JOB SATISFACTION AND WELLBEING 2010 2018 2018 43% Despite the pressures that many consultant physicians face, 43% 2011 including the impact of the pandemic, their job satisfaction 86% 86% 2012 remains (as in previous censuses) remarkably resilient with 2019 85% 2019 44% 2013 consultants reporting they always/often find their specialty work 44% satisfying. 85% 85% 2014 However, only 39% of consultant physicians said they2020 always 2020 39% 2015 39% or often found their GIM work satisfying. This was markedly 2016 Specialty GIM lower than the previous year of the census, probably reflecting the Specialty GIM effects of the pandemic. 2017 Job satisfaction for specialty work was consistent across 2018 the UK, but it varied between nations for GIM work. More 2019 consultants in Wales (51%) reported being often or always UNDERMINING AND COMPLAINTS satisfied with GIM work, compared with 39% of consultants Last year’s census found that 20% of40% 40%2020 In control of your workload In control of your workload England, 34% of consultants in Scotland and 31% of consultants consultants had been bullied or harassed 36% in the 36% in Northern Ireland. past year and 25% had witnessed a colleague 38% said that Generally, consultants throughout the UK and across being bullied or harassed. But consultants 38% That you had an excessive workload That youthey had an excessive workload was more accurately specialties would recommend their organisation to trainees, to what often experienced described as45% 45% fellow consultants applying for a consultant post, and to a relative feeling undermined. We altered the census this year to better 38% or friend as a patient. reflect their concerns, finding that 35% of consultants reported 38% That you worked excessive Thathours you worked excessive However, 18% would not recommend their organisation to feeling undermined athours work, usually by a manager 47% (62%) or a 47% other consultants, 13% would not recommend it to trainees and fellow consultant (57%). The same proportion had witnessed Almost always / most ofAlmost the time / almost never 11% would not recommend it to a relative or friend as a patient. a colleague (usually other being undermined by/ almost never alwaysconsultants) / mostSometimes of the time Sometimes 36% of consultants described being in control of their consultants or managers. workload ‘sometimes’ or ‘almost never’. 38% reported that they Women consultants were more likely to report feeling worked excessive hours or had an excessive workload ‘almost undermined (40%) or witnessing undermining (39%) than men always’ or ‘most of the time’. Undertaking any GIM work had no (31% and 32%). This was more common among consultants influence but, compared with LTFT consultants, those working aged 40–44 (40% and 37%) and less common among consultants full time (FT) reported being less in control of their workload aged 60–65 (24% and 27%). FT consultants were more likely (38% vs 32%), more likely to work excessive hours (42% vs to report feeling undermined (36%) or witnessing it (36%) than 27%) and more likely to have an excessive workload (42% vs LTFT consultants (31% and 31%). Experiencing or witnessing 29%). Consultants aged 35–39 were less likely than average undermining was also more common among consultants from to work excessive hours or have an excessive workload, and an ethnic minority background (38% and 38%) than among consultants aged 60–65 were much less likely to report all three. consultants of white ethnic origin (33% and 34%). 84%

RCPSG.AC.UK

84%

33% of consultants had received a complaint about their clinical care over the past year. Consultants from an ethnic minority background were more likely to receive a complaint (37%) than white colleagues (32%), and men (35%) more likely than women (30%). Consultants in certain specialties were more likely to receive complaints, including gastroenterology 53%, neurology 50%, geriatric medicine 46% and respiratory medicine 44%. Only 76% of consultants received feedback on the final outcome of the complaint. IMPACT OF COVID-19 71% of consultant physicians were involved in the direct clinical care of patients with COVID-19, with 41% working in a different clinical area from normal during the pandemic (mostly medical wards or admission units). 21% had tested positive for COVID-19. Only 72% had had a COVID-19 risk assessment. 55% reported that their morale was worse during the pandemic and only 5% that it was better. 69% reported that morale was worse in their department and only 4% that it was better.

Worked PAs The mean number of PAs that consultants estimated they worked was 11.3. Of these, 7.7 were spent in DCC, 1.9 in SPAs, 0.8 in academic work and 0.9 in ‘other’ work. Consultants estimated that they worked on average 11% more than they were contracted to work. The most common reasons for working over contracted PAs were clinical workload (72%), additional responsibilities and external duties (46%), the COVID-19 response (37%) and covering for a colleague or vacancy (30%). Future intentions 53% of consultants said that they wanted to work fewer PAs in future and only 7% said that they wanted to work more PAs. Wishing to work fewer PAs became more common as consultants aged. It was also more common among FT than among LTFT consultants and those working exclusively in the NHS. It did not vary by gender, ethnicity or nation. RETIREMENT PLANS There was some variation by specialty, such as a mean age of 61.2 years for gastroenterology and respiratory medicine and 69.3 years for allergy. Women consultants reported a lower mean age of planned retirement (61.2 years) than men (63.0 years). The current age of consultants, LTFT working, GIM commitment and region of the UK appeared to have no influence on planned age of retirement. We asked consultants if their retirement plans had changed in the past year. While for most (65%) they had not changed, 27% said they intended to retire earlier and only 8% that they would retire later. Consultants who had retired and returned to work comprised 11% of consultants who completed the census. They worked a mean of 5.6 PAs in the NHS and reported undertaking the following work:

CONSULTANT WORKING PRACTICES General internal medicine The proportion of consultants participating in the acute unselected medical take was 33%, the same as reported in the last census. GIM duties, including care of GIM inpatients, were undertaken by 51% of consultant physicians. Remote working 76% of consultants were able to undertake some work remotely and 68% wanted to undertake remote work in future. 72% reported having appropriate IT equipment to work effectively remotely. The most common types of work delivered remotely included CPD (81%), patient administration (70%), education (55%) and meetings to discuss patient care (46%). Consultants wanted to deliver similar types of work remotely in future, most commonly CPD (91%), > outpatients patient administration (82%), education (67%) and audit/quality improvement (66%). > teaching Administrative support > care of specialty inpatients 87% of consultants had administrative support > educational supervision from a secretary or personal assistant for their clinical work. However, this was often for less time than was > research needed. Contracted and worked PAs Contracted PAs Consultant job plans are split into 4-hour work periods called programmed activities (PAs). The mean number of contracted PAs per consultant was 10.2. On average, 7 PAs were contracted in direct clinical care (DCC), 1.8 in supporting professional activities (SPAs), 0.7 in academic work and 0.7 in ‘other’ work.

76% 48% 35% 29% 28%

> national/regional activities

25%

> quality improvement

21%

> elective work

19%

> mentoring

17%

> management

16%

> specialty on call

15%

> unselected medical take

11%

of consultants who completed the census had retired and returned to work

This is an abridged version of the census results. To read the full version, please visit rcp.sg/Census2020 WINTER 2021 EDITION 11

ADMITTING WOMEN: REFLECTIONS ON GENDER INEQUALITY Kristin Hay, PhD research intern

n April 2021, I joined the Royal College of Physicians and Surgeons of Glasgow for a three-month research internship, supported by the Scottish Graduate School of Arts and Humanities, exploring the history of gender (in)equalities within the College’s history. As we began to uncover the first female doctors admitted to the College, it became clear that a historic exclusion of women was embedded within its illustrious history: traditions and values which no longer reflected the inclusive nature of the institution today. For this reason, the Heritage Team decided to take steps towards acknowledging its uncomfortable past and celebrate the College’s present diversity. This culminated in a new and exciting installation in College Hall which we are delighted to announce will be unveiled in December 2021. The ‘Admitting Women’ project was proposed within a wider series of initiatives developed by the Heritage team as part of the ‘Heritage and Inclusion programme’ – inspired by the appointment of Professor Jackie Taylor as the College’s first female President. Professor Taylor’s presidency, coinciding with the pandemic, represented the end of over a century of attempts by women to be represented within the prestigious Royal College in Glasgow. While being central to the development and legitimisation of the field of medicine throughout the nineteenth RCPSG.AC.UK

century, the College had a fraught relationship with female health professionals and were fervently against their inclusion into medical practice. Even after the passing of the influential Enabling Bill in 1876 - which granted women the ability to gain a medical licence - the College continued to hold deeprooted hostilities towards women’s work and refused to admit them as Fellows until the early twentieth century. Moreover,

when they finally admitted their first female Fellow, Jamini Sen, in 1912, the College did not grant her the same privileges as her male contemporaries, and Sen was excluded from holding office. The purpose of ‘Admitting Women’ was to uncover the history of women’s admission to the College and to amplify their influence on the organisation's legacy: from excluding women from Jamini Sen office in 1912, to electing the first female President in 2018. In doing so, it would enable the College to be accountable to its past by being transparent about the inherent inequalities existing within its ancient history. Through examination of the College’s records, the significant role of the College in the history of women in medicine emerged. It was revealed that, despite their reluctance, the then-titled Faculty of Physicians and Surgeons of Glasgow was one of the earliest medical bodies to admit women as licentiates through its Conjoint Examination – or Triple Qualification – in 1886, in collaboration with the Royal College of Physicians of Edinburgh and Royal College of Surgeons of Edinburgh. We also learned that three important women applied to the Fellowship exam before 1912: Elizabeth Adelaide Baker, a licentiate of the Faculty; Dr Jessie MacLaren MacGregor, one of the first women to receive a medical degree from the University of Edinburgh; and Dr Annie Louise McIlroy, among the first women to receive a medical degree from the University of Glasgow and, latterly, the first female Professor of medicine in the United Kingdom. Both Baker and MacGregor were refused entry to the College based on a purported technicality in the law. Yet, additionally, the Faculty refused to admit women on the basis that they ‘were not included among the brethren’, as discussed in the original charter of incorporation in 1599, further highlighting their gendered attitudes. By the time McIlroy requested to be examined in 1910, women had an increased presence within the medical profession and the Royal College of Surgeons of England had begun admitting female surgeons as Fellows. Consequently, although the Faculty’s attitudes towards women remained largely unchanged, the cultural climate wherein they operated had altered, leading to their eventual approval of women as Fellows.

The knowledge gained from the ‘Admitting Women’ project was invaluable. It illuminated the history of inequality within the College’s past as well as the resilience of the women who tried (and failed) to be recognised within a male-dominated profession. Far from exceptional, the Faculty of the early twentieth century was representative of the vast majority of medical bodies of the time, and the experiences of women within it was emblematic of wider sexist attitudes towards women’s roles within society. Throughout my internship, the Heritage team shared the project’s findings in a series of blog posts, as well as the ‘Admitting Women’ event organised within the Reframed seminars. I was also incredibly lucky to work with honorary librarian, Dr Morven McElroy, whose earlier research into women’s entry inspired the internship. Together, the Heritage team used the research to emphasise the institutional barriers that continued to impact women in medicine, and to celebrate how far the College had come in addressing these enduring inequalities in the present. Coinciding with the internship, another innovative project was also taking place at the College. Thanks to generous funding from Museum Galleries Scotland, College Hall was getting an exciting refresh which had sadly been delayed due to the Covid-19 pandemic. College Hall is the beating heart of our building in St Vincent Street – but it is also the metaphorical embodiment of the College’s heritage, values and membership. College Hall was built in 1892 which was incidentally the same year that the first motion on admitting women as Fellows was discussed by College Council. As such, the decisions to exclude, and finally admit women, were made in this historic room. Thus, an opportunity presented itself to utilise the findings of the ‘Admitting Women’ project as part of the College Hall refresh. This led to the creation of four new artworks inspired by the stories of the four remarkable women doctors who fought for gender equality within the College and wider medical community in Glasgow and beyond. Glasgow-based artists and designers, Bespoke Atelier, were commissioned to produce and install the new artwork, in collaboration with the Heritage team. The new artworks are celebratory of the lives and achievements of these four incredible doctors. Instead of retrospectively creating portraits of the women to add to the College Hall display, the designs aim to celebrate the women in their totality, challenging expectations of the room and its audience. The artworks act not as figurative resemblance but as an embodiment of the women’s life, work, power, strength and resilience. They are also a provocation of the traditions of the College and its Hall. This installation represents the inclusive values of the College today, its commitment to acknowledging its uncomfortable past, and provides a visual representation of the diversity of its present global membership. WINTER 2021 EDITION 11

PLANNING, SUPPLY AND RETENTION IN THE WORKFORCE: A CALL FOR ACTION

or many years, our College has been calling for action to address issues in the health workforce linked to underresourced, over-stretched hospitals, which have led to an unsustainable situation where levels of staff burnout are ever increasing. The challenges of workforce shortages and excessive workload are not new. They existed long before the pandemic, and have deteriorated since. The workforce is in crisis and the urgency to address this cannot be overstated. Put simply, there is not enough staff to meet the needs of our patients. This is evident across multiple areas of the healthcare workforce in different health services around the world. Many countries are facing the same challenges – each one faced with its own specific approaches to find a solution. Using data from Scotland, we have completed an extensive RCPSG.AC.UK

review of the current situation in the Scottish health workforce and produced a solutions-based report that outlines actions that should be considered in planning, supply and retention to meet the workforce challenges. While recognising the individual differences between services across different nations, many of the challenges and potential solutions will bear similarities. The key finding of our report was the need for a coordinated, focused and realistic approach to addressing the challenges in order to protect our health service, our workforce and our patients. Our recommendations fall within the three interlinked areas of workforce planning, workforce supply and workforce retention. There are challenges and solutions that can be adapted within each of these areas to ensure an adequately resourced workforce is available and evolving.

Plan

Improve the accuracy of data and create a single group for workforce planning to ensure the sustainability of the workforce.

Pla n

Supply

Increase the number of full time staff to fill vacancies, alleviate chronic excessive workloads and meet the increasing demand for services.

Retain

Improve and protect workforce wellbeing by providing suitable working conditions, contracts, flexibility and support.

PLANNING Improve the accuracy of data and create a single group for workforce planning to ensure the sustainability of the workforce over time by: > Establishing a single planning group to advise on and oversee medical workforce planning in Scotland > Ensuring workforce planning takes into account the number of Foundation Training doctors who do not progress directly to Specialty Training (65%) > Greater recognition of transferrable competencies, skills and knowledge for trainees who work between specialties and take time out from training > Ensuring modelling for workforce planning takes account of official vacancy data (including ‘hidden’ vacancies) and terms of contract (professional versus supporting professional activities) > Ensuring options for less than full time working, time supporting professional activities, and flexible training conditions are incorporated into workforce planning SUPPLY Increase the number of full time staff to fill vacancies, alleviate chronic excessive workloads and meet the increasing demand for services – both short and long term solutions are needed. > Delivering the government’s commitment to increase the number of medical school places for Scottish domiciled students and students from 'widening access' backgrounds > Making less than full time working and flexible training more accessible to ensure equality, diversity and inclusion of all to achieve a work-life balance, and the workplace more attractive > Expanding the MTI programme with an improved matching process developed and implemented > Ethical international recruitment, and ensuring international medical graduates in Scotland are supported appropriately > Upskilling of healthcare professionals including development of the Physician Assistant, Surgical Care Practitioners, Anaesthetic Associates, Optometrists, Pharmacists, and other skilled roles

ly pp Su

TAK I N G ACTI ON

RETENTION Improve and protect workforce wellbeing by providing suitable working conditions, contracts, flexibility and support. This will have an impact on both retention and re-joining. > Workplans and contracts must provide sufficient time for consultants to deliver training and supervision and other professional duties > A more efficient and straightforward process for GMC registration, appraisal and revalidation to match appropriate jobs should be developed to facilitate consultants to retire and return > Enforcing a culture of compassionate leadership with zero tolerance for bullying and poor professional behaviour > Access to basic facilities such as a place to rest and eat during working hours, 24 hours a day > Continuing progress to deliver peer and psychological support and the National Wellbeing Hub > Lobbying the UK government to address the punitive pension tax regime of disproportionate tax charges due to the annual allowance and lifetime allowance for pensions

One Third

of doctors feel burnt out to a high or very high degree

60%

of trainee doctors are always or often worn out at the end of their working day

One 44% Third

of trainee doctors feel their work is emotionally exhausting to a high or very high degree

Source: GMC National Training Survey, 2021

WINTER 2021 EDITION 11

Develop your career in Travel Medicine RCPSG Postgraduate Diploma in Travel Medicine This course has been designed in line with the Faculty of Travel Medicine of the Royal College of Physicians and Surgeons of Glasgow’s publications ‘Good Practice Guidance for Providing a Travel Health Service‘ and ‘Recommendations for the Practice of Travel Medicine‘. The aim of this course is to develop and support healthcare professionals in their role as travel medicine practitioners. It offers an academic base that assists individuals to become autonomous and reflective practitioners in the delivery of travel medicine services.

About the Course This course consists of 8 postgraduate modules delivered over a period of 18 months. The course will be delivered by specialists in the travel medicine field using a blended model of two residential elements and online interactive learning. Students will be expected to attend and contribute to online educational and peer support platforms. Cohort one will begin on 31 January 2022 with a week of learning and, due to COVID restrictions, this first week will be remotely delivered. Those who complete the Postgraduate Diploma in Travel Medicine will be eligible to be admitted to the College as Members of the Faculty of Travel Medicine and able to use the post nominal MFTM RCPS(Glasg)

Cost - £4,395 This will include Affiliate Membership of the Faculty of Travel Supported through an Educational Grant by Valneva Medicine and access to TRAVAX for the duration of the course. For more information and entry requirements visit rcp.sg/pgdiptm

Professional Development Certificate (PDC) in Travel Medicine The PDC in Travel Medicine has been designed to enhance the knowledge and skills of doctors, nurses and pharmacists working within Travel Medicine. The qualification will provide practitioners with knowledge and understanding of travel medicine in relation to the core aspects of travel health. The course has four core modules: • Pre-Travel Risk Assessment & Management • Malaria and Mosquito Borne Diseases • Travel Related Infections • Immunology and Immunisations On successful completion, a Professional Development Certificate (PDC) in Travel Medicine will be awarded from the Royal College of Physicians and Surgeons of Glasgow. Find out more at rcp.sg/PDCTM

Good Practice Guidance for Providing a Travel Health Service

The Faculty of Travel Medicine of the Royal College of Physicians and Surgeons of Glasgow has published its Good Practice Guide for Providing a Travel Health Service. This new publication sets out to define the standards of care every practitioner should achieve in their practice of travel medicine for the health and safety of the international traveller. Read the guide at rcp.sg/tmguidance2

RCPSG.AC.UK

LESSONS ON CLINICAL COURAGE AND OTHER MATTERS:

REFLECTIONS FROM THE ZAMBIAN BUSH Stuart J Fergusson

Gorgeous sunset colours over the Zambezi

hitokoloki is a small and remote village in the NorthWestern province of Zambia. This beautiful spot on the Zambezi river was settled by British missionaries in 1914 who established a mission station and later a medical work, now regarded as a ‘level 1’ hospital. Level 1 hospitals provide the majority of secondary care services in Zambia, yet when the government summarised their staffing complement in 2017, none of them had a fully trained Zambian surgeon. This paucity of trained surgical personnel is hugely pronounced in rural parts of the country; the nearest higher-level hospital is about 500km away and there are very rarely opportunities for transfer. For the vast majority of patients coming through the doors, Chitokoloki is their only hope of good medical care. Chitokoloki Mission Hospital has been staffed by a talented missionary surgeon - Dr David McAdam, Hon FRCS(Glasg) - for over 20 years, and it has thus become a referral centre for all the surrounding heath facilities. Dr McAdam now heads up a dedicated team of government and mission staff. The hospital also hosts regular visits by specialist surgeons, meaning that Chitokoloki attracts a particularly interesting collection of surgical pathology.

A master and his apprentice! Learning the art of surgery in rural Africa from Dr David McAdam

From February to July 2021, my wife and I were privileged to serve there. In such a thinly resourced setting, we had to deal with anything and everything that came through our doors, although I was able to focus mainly on surgical cases. Over our period of voluntary service, I undertook or assisted in 236 procedures, encompassing almost every surgical discipline, and often involving advanced disease and significant technical challenges. WINTER 2021 EDITION 11

Our work there was useful and appreciated, yet our experience was like so many before us: we found ourselves the true beneficiaries of a colourful immersion into African community and hospital life. In stepping outside my home environment, I had to be constantly thoughtful about how to obtain meaningful clinical information from patients, and to communicate and care in ways that would be understood. This meant not just using straightforward English for easy translation, but becoming more self-aware of my own cultural values and learning to use others’ reference points. In Zambian life, spiritual matters are a matter-of-fact topic of everyday conversation, and it was natural and expected that in a mission hospital we would care about people’s spiritual wellbeing as well as their physical health problems. The UK context is different, but hopefully I will have more confidence to discuss spiritual issues where this is appropriate and in my patients’ interests. In clinical decision-making, I had to to consider constantly the limitations of our resources in personnel and equipment, being aware that regardless of the extent of need, this could not always be met. The abundance of resource in the NHS arguably leads to much expense being spent in unrealistic and unproductive ways - a trend recognised in the Chief Medical Officer for Scotland’s series of annual report, ‘Realistic Medicine’. Healthcare in Zambia had to be much more pragmatic and there was a more healthy acceptance that cure was not always possible. During this period of voluntary service, I successfully applied for the job of consultant surgeon with NHS Shetland, and will commence this appointment after conclusion of a Rural Surgical Fellowship in Aberdeen Royal Infirmary. I consider this 5-month experience in a very remote and rural Zambian hospital to be of huge training value for my future practice as a rural UK surgeon. On Shetland, transfer is reserved for a small minority of surgical cases, and is not always immediately possible. This is an intimidating situation for most UK-trained surgeons who are taught only to operate within strictly held specialist boundaries. In contrast, at Chitokoloki there was almost never the opportunity for transfer and therefore there was no option but to cope with whatever came through the door. The generalism of my experience is well illustrated by my first 3 operative cases. My first case in Chitokoloki was a 6-month-old baby who required an emergency laparotomy for a delayed presentation of intussusception, complicated by cerebral malaria. My second case was an above knee amputation in a 32-year-old woman who had an enormous fungating leg tumour and lung masses on chest X-ray; presumed to be a metastatic osteosarcoma.

My third case was a laparotomy for a 5-year-old girl who presented very unwell with gross proptosis of left eye, and an enormous left ovarian mass, later proven to be a Burkitt’s lymphoma. Cases even with the broad orbit of my colorectal specialist training were often not straightforward: challenging stoma reversals, multi-level small bowel injuries in a child following an abdominal spearing, and a fourth-degree obstetric tear. A particular operative highlight was a tense Generalism is our specialism five-and-a-half-hour operation to remove an enormous Wilms’ tumour in a 6 year old girl, who we discharged at the end of our trip in excellent health following 6 cycles of post-operative chemotherapy. Through such diversity and complexity of cases I developed an inner confidence that a thorough UK training as a general surgeon has given me many transferable skills which will allow me to cope in varied operative circumstances. It will undoubtedly have increased my ‘clinical courage,’ an attribute important in a rural healthcare practitioner – tempered with a healthy awareness of when to say no. According to Canadian rural physician Dr John Wootton, clinical courage “inhabits that grey zone at the fringe of competence, where the fog gets thicker as we approach the edge of the cliff... [it is] that inner debate that we must all have with ourselves, in that space where the needs of our patients and the extent of our training and experience intersect.”* Clinical courage may be a particularly familiar concept to a rural healthcare practitioner, but healthcare providers in any context will at times need to step beyond comfort zones in order to best serve the needs of their patient. Our colleagues in resource-challenged environments have no alternative and I will be forever grateful to have shared their experience, learning from their bravery and resilient ingenuity on routine display.

During our time away I kept a regular blog, which contains many more reflections and pictures (https://fergussonsinzambia.blogspot.com). I am grateful for the financial support we received from RCPSG in the form of a College Travelling Fellowship. Reference *Wootton J. President’s message. Clinical courage. Can J Rural Med. 2011;16(2):45–6. RCPSG.AC.UK

TIME TO HEAL: INVESTMENT IN PRACTITIONER WELLBEING IS

‘NOT A LUXURY, BUT A NECESSITY’

Kristin Hay, PhD research intern Our President’s conference Time to Heal: Recovery and Renewal took place in October this year. The conference, which concluded a weeklong programme of events to celebrate and mark the end of Professor Jackie Taylor’s tenure as President of the College, featured a number of influential and inspiring speakers across all areas of health and social care. The conference’s theme – ‘Time to Heal: Recovery and Renewal’ – was chosen to reflect upon the overwhelming challenges of the ongoing Covid-19 pandemic and to begin building strategies of recovery through the lens of wellbeing, workforce and inclusivity.

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ay one of the President’s Conference – held virtually - focused on practitioner wellbeing, mental health, the workplace environment, and the impact of Covid-19 on the healthcare profession. Following an opening address by Professor Taylor and a virtual message from Scottish Cabinet Secretary for Health and Social Care Humza Yousaf, the conference heard from a range of practitioners and health professionals on topics including managing a healthy worklife balance, living with Long Covid, ICU survivorship, the physiology of stress, and the devastating impact of poor mental health, self-injury and suicide. The overwhelming consensus reflected by speakers was that the pandemic has had a devastating impact on an already exhausted and overworked caring profession. Professor Taylor emphasised the ‘great courage, self-sacrifice, determination and innovation’ demonstrated by the NHS staff which deserved recognition and admiration. At the same time, emphasis that healthcare workers were not superheroes for overcoming the seemingly-insurmountable challenges of the pandemic, and many of the problems facing the profession were not created, but were instead exacerbated by Covid-19. Although salient to the real issues facing the profession, Conference Day One was also filled with personal anecdotes recalling moments of genuine kindness, camaraderie and resilience exhibited by NHS practitioners during some the worst moments of the pandemic. Uplifting expressions of hope and optimism - and a resolve to effect direct change - was also felt across the day, emphasising that wellbeing of health professionals was a moral imperative which could no longer be ignored. On the second day, attention was turned to leadership and recovery. Speakers attended both virtually and in-person during this hybrid event - including Professor Dame Carrie McEwan DBE of the UK General Medical Council, Harvard Medical School’s Professor Jo Shapiro, and the Scottish Government’s National Clinical Director, Jason Leitch. Discussion was focused on NHS recovery, challenges to wellbeing, curating a healthy wellbeing culture and compassionate leadership. The conference heard some of the innovative initiatives being set up across Scotland and beyond in order to tackle poor wellbeing, bullying and excessive workloads through

conducting qualitative research, establishing peer support networks and building leadership development programmes. Equality, diversity and inclusion was also a key theme, as speakers reflected on the importance of recovery strategies being intersectional and reflecting the differing needs of staff across race, gender, class, sexuality and ability. Many of the topics raised were underpinned by compassionate leadership, with leaders being urged to listen to staff needs with empathy, foster a supportive environment for healthcare practitioners, and build genuine and authentic relationships with colleagues. Collaboration and co-creation was also emphasised, with speakers arguing that recovery strategies should include a range of voices and vertical dialogue throughout the health service. The inaugural President’s Conference was an open, reflective, challenging and inspiring two-day event where influential members of the health and caring professions shared both personal experiences and strategic initiatives in tandem. It represented a call to action for everyone across the caring professions to work together to promote kindness within the health service, foster genuine and supportive relationships with colleagues, and curate an inclusive culture within the NHS. It also urged leaders to take direct actions to respond to the immediate and long-term needs of practitioners and to alleviate excessive workloads and burnout, all underpinned by compassion, empathy and understanding. Alongside calls for change, reflections of joy, sadness, grief, camaraderie, love and solidarity were also omnipresent throughout the two days. These moments embodied the true values of those working in the NHS: the bravery and compassion of practitioners on the frontlines of the pandemic which can never be forgotten. However, as speakers noted throughout the conference, kindness and compassion cannot be a hollow or soft response to real issues: practicing kindness, particularly in the healthcare setting, is demanding and requires direct action and courage. Overall, as eloquently expressed by speaker John Sturrock QC, by viewing Covid-19 recovery through the lens of kindness, health and social care, professionals have the potential to ‘reset the neuropathways’ of the NHS and ‘transform the healing process’ for the better.

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Alongside calls for change, reflections of joy, sadness, grief, camaraderie, love and solidarity were also omnipresent throughout the two days. These moments embodied the true values of those working in the NHS: the bravery and compassion of practitioners on the frontlines of the pandemic which can never be forgotten.

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non-clinical skills training

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Our comprehensive non-clinical skills training programme enables healthcare professionals to develop skills in teaching and education, leadership and management, and professional competencies. To provide necessary flexibility to potential participants at our non-clinical skills courses, we have restructured the course content to enable remote delivery and participation. The format will, however, retain interactive, small-group elements that enhance the quality of the learning experience.

Courses include:

Royal College Advanced Certificate in Clinical Education

Developing the Clinical Trainer: Teaching skills for early stage trainees

Training the Clinical Trainer

For full course listings visit

rcp.sg/nonclinical WINTER 2021 EDITION 11

A CELEBRATION OF DIVERSITY AND COMMUNITY During President’s Week in October we celebrated the College’s third virtual Diploma Ceremony. At the event we were delighted to welcome 186 new Fellows and Members to the College.

ur Diploma Ceremony is always a real highlight in the College diary. While we have missed welcoming attendees and their families to our building, the celebratory feeling around this event has not been lost as it has been held online. The Diploma Ceremony allows Fellows and Members to take the time out of their busy clinical and personal lives to celebrate their achievements. Becoming a Fellow or Member of our College is a marker of progression on the career journey and the Diploma Ceremony is an opportunity to celebrate this success together with family, friends, and colleagues. A benefit of the virtual Diploma Ceremony is that it has provided many more of our new Fellows and Members who live far from Glasgow to participate. This time delegates joined us from 24 countries on five continents. This is a reminder and a celebration of the true diversity of our

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College community. There is great strength in this diversity. Not only is our membership geographically diverse, but the five Faculties of our College also bring together a broad range of healthcare professionals. The multidisciplinary nature makes our College unique. The Diploma Ceremony is also an opportunity to invite some of the most senior clinicians across the world to join our College community. Our Honorary Fellowships give recognition to those who have made significant contributions to the healthcare profession. On this occasion we awarded four Honorary Fellowships. At the Diploma Ceremony, the prestigious President’s Medal was awarded to Mrs Deborah Monk and Mr David Nott. The Medal honours individuals for their outstanding work in the community.

HONORARY FELLOWS Dr Vijay Viswanathan Dr Vijay Viswanathan is Head & Chief Diabetologist of M.V. Hospital for Diabetes and the President of Prof.M.Viswanathan Diabetes Research Centre in Chennai, a WHO Collaborating centre for Research, Education, and Training in Diabetes. Dr Viswanathan has been instrumental in raising awareness for early diagnosis, treatment and management of diabetic foot disease in India. Dr Viswanathan has contributed substantially to the knowledge and understanding of clinical manifestations of diabetes and diabetic foot disease, as well as contributing to international guidelines and conferences. Dr Viswanathan has been awarded an Honorary Fellowship from the Faculty of Podiatric Medicine.

Professor Dr Patricia Schlagenhauf-Lawlor Professor Dr SchlagenhaufLawlor is awarded an honorary fellowship from the Faculty of Travel Medicine due to her wide range of work within Travel Medicine. She has been EditorIn-Chief of ‘Travel Medicine and Infectious Disease’ for 10 years, managing a global editorial board. Dr Schlagenhauf-Lawlor is an academic at the University of Zurich, and co-director at the Universities WHO Collaborating Centre for Travellers’ Health. She is the leading pharmacist in Travel Medicine internationally, and is the first pharmacist to receive Honorary Fellowship of the Faculty of Travel Medicine.

Dr Dipti Itchhaporia Dr Itchhaporia is an interventional cardiologist and the Eric & Sheila Samson Endowed Chair in Cardiovascular Health at Hoag Hospital, California. She is the director of disease management for Hoag Cardiovascular Institute, and an Associate Clinical Professor of Medicine at the University of California. Dr Itchhaporia has had a distinguished career and has recently appointed as the President of the American College of Cardiology. In addition she has won numerous awards from her involvement with the American Heart Association as well many other highly regarded institutions. Most recently, Dr Itchhaporia won the ‘Get With The Guidelines Heart Failure, Gold Plus Award’ in both 2018 and 2019.

Professor Carlos Rodriguez-Galindo Professor Rodriguez-Galindo is the Executive Vice-President, Chair of the Department of Global Paediatric Medicine, and Director of St Jude Global, working at St Jude Children’s Research Hospital. Professor Rodriguez-Galindo is awarded an honorary fellowship in medicine, following a career which began as a Medical Doctor of the Autonomous University of Barcelona in 1986. He has won an Innovation Award from the Dana-Farber Cancer Institute, a Pearline Global Cancer Research Humanitarian Award from the National Cancer Institute (US), alongside various other international awards in research and excellence in teaching.

PRESIDENT’S MEDAL Mrs Deborah Susan Monk Mrs Monk is awarded a President’s Medal due to her outstanding work in the field of Podiatric Medicine. She is the founder of ‘Forgotten Feet’, a national charity offering free podiatric care services to the homeless, socially isolated and vulnerable communities. The service assesses and treats a range of lower limb conditions, provides socks and ensures correct footwear is being worn. Forgotten Feet has 89 centres across the UK with 320 volunteers providing regular podiatric services. The charity has found those taking up podiatry services are far more likely to see other healthcare professionals and all centres have directory services. The charity’s vision is to set up clinics in as many towns as possible where a need is identified, creating a network of free foot care for the poorest in society throughout the UK.

Mr David Nott Since 1993, Mr David Nott has sent several weeks each year working in a voluntary capacity on annual leave working in disaster zones. He received an OBE in 2012, the Robert Burns Humanitarian Award and the Pride of Britain Award in 2016. The David Nott Foundation was founded in order to train future surgeons to be equipped to work in austere environments. Mr Nott has worked conflict zones and areas struck by natural disasters, sharing his expertise with other doctors while saving lives in the operating theatre, as well as advocating to raise awareness of the plight of the people of Syria. For his work and dedication throughout his career, Mr David Nott is being awarded with a President’s Medal.

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MEMBERS’AREA AWARDS AND SCHOLARSHIPS Grants from the Aileen Lyn Bequest Fund, which are awarded for projects in the field of cancer research, have been awarded to • Dr Kirsty Ross for the project ‘The gut microbiome and response to neoadjuvant chemotherapy in breast cancer’ • Mr Nigel Jamieson for the project ‘Multi-Modal analysis of composition and spatial architecture in human premalignant pancreatic lesions to enhance early detection and chemoprevention strategies.’ The Faculty of Travel Medicine Triennial Scholarship has been jointly awarded to Mrs Jane Bell & Ms Joanna Lowry for their project to develop a digital learning programme on best practice for injection technique and vaccine administration.

DENTAL DINNER THANK YOU

Many thanks to the following companies and individuals for their generous donations of raffle prices at the annual Dental Dinner on 19 November: Voco Grand Central, Connect publications, Aberdeen Altens Hotel, Venture Photography, Mr Andrew Edwards, Dr Nicola Cross, Dr Siobhan Kyle, Gamba Restaurant, Mrs Lyn Cranwell, Dr Christine Goodall The raffle raised over £600 in aid of the HOPE Foundation

The David Murdoch Memorial Travelling Fellowship has been awarded to Dr Joanna Osmanska, to support her completion of the Postgraduate Course in Heart Failure at The Royal Brompton and Harefield Hospital Trust in London.

TOP TIPS FOR CLINICAL EXCELLENCE AWARD APPLICATIONS The advice here is based on the 2020 round of awards. Please ensure you carefully review the instructions produced by ACCEA which are updated annually (only 40% of applicants do!). The domain criteria for assessment are particularly important. • If it isn’t written down, it won’t be counted. You cannot expect assessors to know you and the majority will not. • Avoid specialty jargon. Remember that those reading your application may be lay or from a different specialty. Define all abbreviations at least the first time you use them. Ask someone else to read your application to see if they understand it.

• When discussing a service you provide or a development, use benchmarking or objective review by an outside agency to illustrate results. • State your clinical outcomes where possible. In many specialties it is recognised this may not be possible. Peer review is performed in some specialties.

• If your application is a new (eg for a bronze award), state what you have done in the last five years. If your application is for a higher award or renewal, state what you have done since your last award or renewal.

• Do not duplicate contributions in different domains unless you are stressing a different aspect of a service or development. You will otherwise only get recognition in one domain and you will waste valuable characters from the allocation.

• Clearly state what is your personal contribution and what is not.

• Only use recent references unless you are trying to show a trend.

• In your job description, clearly state your academic sessions. “Hiding” them will not give you any benefit. • Awards are for “delivering patient or NHS system benefit over and above your contracted duties”. This only applies, strictly speaking, to benefits delivered within the United Kingdom. You don’t get an award for doing your job. • If you sit on a committee state what the committee is and what your personal contribution has been. Sitting on a committee is not enough, it is what you do on it which is important. • Dates, dates, dates. You must state when you did something, otherwise it may not be counted. Good luck! Dr Richard Hull, Honorary Secretary Royal College of Physicians and Surgeons of Glasgow

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• Teaching and training should be above your new normal duties e.g. Examiner for MRCP or MRCS. • Everything you write on the application form should be scoring. If not remove it. • State what gives you personal pride. Sell yourself realistically! • Review your application for errors. They are surprisingly common. • Read successful applications. Good applications stand out a mile and are humbling to the reader.

SAM ALLEN APPOINTED DEAN OF FACULTY OF TRAVEL MEDICINE Dr Allen said: Dr Sam Allen has taken up the post as Dean of the Faculty of Travel Medicine at the Faculty’s Annual General Meeting on 27 October 2021. Dr Allen completed specialty training in clinical tropical medicine in London and Liverpool, Peru and Brazil. He successfully completed the inaugural International Diploma in Expedition and Wilderness Medicine hosted by our College and received the Triennial Scholarship award to study Zika in Brazil. Alongside his clinical duties as a Consultant at University Hospital Crosshouse in Ayrshire he runs a travel clinic and yellow fever vaccination centre. Dr Allen is a member of the UK Emergency Medical Team and was deployed to Sierra Leone as part of the Ebola response. He is medical advisor to the Scientific Exploration Society, member of the International Diploma in Expedition and Wilderness Medicine Examination Board and an International Fellow of the Explorers Club. Dr Allen has been involved with the Faculty of Travel Medicine since 2016, when he became a Regional Advisor. He was elected to the Faculty Executive Board as Vice Dean in 2018 and was then elected to the post of Dean Elect in 2020. He is also a member of the College’s Global Health Board.

“It is my desire, as the incoming Dean, to build upon the vision set out by our immediate past Dean, Jane Chiodini, to establish the Faculty as the ‘go to’ professional body in all things travel health. “Given the seismic changes to the travel industry and our way of life as a result of COVID-19, the Faculty will have an important role to support travel health providers navigate these dire straits and prepare the next generation of travel health professionals for when the travel rebounds once again.”

Dr Allen takes up the role of Dean as Mrs Jane Chiodini demits office after three years in the post. Mrs Chiodini said: “It has been an honour to serve as the Dean of the Faculty and I feel very proud of everything that we have achieved during the past three years. I wish Sam the very best as he takes over the role and I look forward to seeing the Faculty continue to grow and lead the way in setting the standard for good practice in travel medicine.”

THE COLLEGE WELCOMES DR CHRISTINE GOODALL AS DEAN ELECT OF THE FACULTY OF DENTAL SURGERY On taking up the post of Dean Dr Christine Goodall has been elected future Dean of the Faculty of Dental Surgery at the Faculty’s Annual General Meeting which took place on 19 November. She will serve in the post of Dean Elect for one year before succeeding Mr Andrew Edwards as Dean of the Faculty in November 2022. Christine is a Senior Clinical Lecturer and Honorary Consultant in Oral Surgery at The University of Glasgow's School of Medicine Dentistry and Nursing, Lead Clinician for Oral Surgery at NHS Greater Glasgow and Clyde and one of the Directors of the charity Medics against Violence. She has held several College roles including examiner and convener for the MFDS Part 2, Director of Dental Examinations, and Vice Dean of the Dental Faculty. Most recently she served as a member of the college Wellbeing Committee. Christine's research interests lie in the fields of alcohol, violence and facial trauma. Her work with facial trauma patients over many years led to her founding Medics against Violence in 2008. The charity now runs several programmes across Scotland that aim to prevent violence and support vulnerable groups. She is an Honorary Member of the Faculty of Public Health, a Founding Fellow of the Faculty of Medical Leadership and Management and was awarded an OBE for her work in violence prevention in 2016. She was a member Project Lift's first 'Leadership Cubed' cohort.

Elect, Dr Goodall said:

“I am absolutely delighted to have been elected and I look forward to the opportunity to play such a prominent role in the work of our Faculty, particularly as we continue to meet the challenges presented by Covid-19. As Dean Elect and subsequently as Dean of the Faculty I hope to focus on the areas of inequality, wellbeing and sustainability in promoting the interests of our profession and our patients.”

GET INVOLVED CLINICAL VACANCIES Become a PACES Examiner

IMPACT Faculty Recruitment

FRCS Ophthalmology Examiner

We are seeking experienced clinicians to become examiners and assess candidates undergoing the MRCP(UK) Part 2 Clinical Exam (PACES)

We are seeking consultants, associate specialists and ST3 or above trainees in acute medicine to contribute to our Ill Medical Patients’ Acute Care and Treatment Course.

Our College is seeking to appoint UK-based Ophthalmology examiners to participate in question writing, standard setting and face-to-face examining. NHS Consultants of 3 years’ standing are eligible. Full training is provided.

MRCP(UK) Scenario Role Recruitment MRCP(UK) is recruiting to a number of roles to support scenario development for the PACES examination, including • Scenario Editorial Committee Chair • Scenario Editorial Committee members • Scenario Writing Group Chair

Surgical Specialty Advisory Committees The JCST is looking for NHS Consultants with interests in surgical training to become members of the special advisory committees for a number of surgical specialties.

Full details and how to apply can be found at rcp.sg/vacancies

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HOPE FOUNDATION AWARDS GRANTS The College’s HOPE Foundation supports charitable initiatives that improve access to healthcare for disadvantaged groups. This year, the foundation has awarded a total of £28,000 in grants to projects that will offer vital support and access to healthcare on a local, national and international level. Mrs Alison Lannigan, HOPE Foundation Chair said: “This year we received many grant applications and I have been humbled by the work carried out by the applicants. We are delighted that our Foundation is able to support these organisations which will provide vital access to healthcare and support for so many in Glasgow, Scotland, Zambia, Tanzania and Jamaica. For the first time the HOPE Foundation has awarded a joint grant with the Royal College of Surgeons of Edinburgh to establish the first dedicated paediatric surgery unit in South Sudan.” We are deeply grateful to the College community for their generous donations that have enabled the HOPE Foundation to award grants to the following projects:

Hope for Girls and Women Tanzania: Production and distribution of reusable sanitary towels for girls and women in northern Tanzania

Playlist for Life: Training for professionals – improving online learning modules for Health and Social Care staff

This project will empower girls and women to maintain menstrual hygiene and dignity through producing their own supplies of washable, reusable sanitary towels. This increases girls’ school attendance, which improves their overall life chances. The World Bank states that for every year a girl stays in school her future income increases by 10-20%.

A Scottish music and dementia charity operating throughout the UK, founded in 2013 by broadcaster and dementia carer, Sally Magnusson. They provide vital support for people living with a frightening and isolating disease by using personally meaningful music to improve quality of life. CBU dental community outreach to the vulnerable communities of Zambia Promote and improve the oral health and general wellbeing of the vulnerable population in Zambia. Reduce occurrence of oral diseases and covid transmission through oral health education and hand washing, reduce morbidity from preventable dental diseases and reduce the burden of dental disease to the community. Finding Your Feet’s wellbeing programme for Scottish amputees Finding Your Feet is based in Paisley; they provide lifeline support to amputees and those born with limb absence throughout Scotland. Their aim is to be the leading national charity supporting amputees and those with limb absence of all ages from a diverse range of backgrounds. They provide emotional, physical, and social support to enable engagement with wider society; reduce social isolation; and promote economic and physical independence. Healing for the heart counselling and medical training at Overnight Welcome Centre Glasgow City Mission offer holistic care to some of the most vulnerable people in Glasgow. This funding will enable them to have professional counsellors Healing for the Heart (HftH) attend the OWC this winter, and for medical-related training. They would like HftH to attend twice a week for two hour sessions. Many of their OWC guests have very poor mental health but have never received any mental health provision, so this can be the first time they’ve met a qualified counsellor.

To make a donation visit rcp.sg/hopedonate

Transplant Links: Living-Donor kidney transplant programme, Jamaica Transplant Links Community provides long-term training and support to surgeons, doctors and nurses of nascent transplant units in low- and middle-income countries, with the aim of developing sustainable, ethical living-donor kidney transplant programmes. Kidney failure is a huge problem in LMICs, where dialysis is currently the only treatment option (unaffordable for most, sometimes completely unavailable, offers short and poor quality of life). Living-donor renal transplant, where a healthy relative donates a kidney, is globally recognised as the best treatment for kidney failure (patients return to ‘normal life’, financially cheaper in the long term) and is commonplace in developed countries. Kids Operating Room: Paediatric surgeon scholarship programme, South Sudan. Kids Operating Room is a global health charity focused entirely on the provision of high quality, safe surgical services for children in low- and middle-income countries. From centres in Edinburgh, Dundee and Nairobi, we provide surgeons and their teams with the infrastructure needed to transform the care available for their nation’s children. As part of their Africa30 strategy, KidsOR will train South Sudan’s first paediatric surgeon as part of a longer-term plan to train four paediatric surgeons in the country. All four surgeons will be trained at Baylor College of Medicine in Lilongwe, Malawi under Dr. Bip Nandi, before returning to work at the first dedicated OR for children, within Al Saba Children’s Hospital, Juba. This project is jointly funded by the HOPE Foundation and RCSEd.

HOPE Foundation Burns Supper Saturday 22 January 2022, 7pm GMT

Our annual traditional Burns Supper is one of our favourite and most popular fundraising events bringing together our diverse College community for an evening of exquisite food, friendship and fun. Join us and help us raise money for those most in need locally, nationally and internationally.

To book visit rcp.sg/burns2022 RCPSG.AC.UK

Dental Events

with the Royal College of Physicians and Surgeons of Glasgow

Scottish Orthodontic Conference HYBRID CONFERENCE

28 January 2022 This one-day event will provide updates on current practice and contemporary topics including temporary anchorage devices, 3D printing and orthodontic management of traumatised teeth. With a mix of engaging speakers, clinical pearls and panel sessions, the Conference will be of interest to those based in both primary and secondary care and is intended to engage the whole orthodontic team and those with an interest in orthodontics.

Restorative Dentistry Conference HYBRID CONFERENCE

11 February 2022 This one-day event will feature keynote lectures, interactive presentations and panel discussions, as well as an oral presentation session. The focus of the day will be on tooth surface loss and will cover risk factors, diagnosis, treatment planning and prevention. Topics will include: tooth wear and dentine hypersensitivity, adhesive restorations, surgical crown lengthening, digital workflow, implant considerations and dealing with failures. We will also spend time looking at clinical conundrums and invite lively discussion from our panels and audience alike.

Top Tips for Dental Trainees HYBRID CONFERENCE

23 March 2022

We are delighted to announce that for the first time, our Top Tips for Dental Trainees Conference will be delivered in a hybrid format. This one-day event will feature short, interactive presentations and lively discussion. The event will feature talks from the offices of the four UK Chief Dental Officers followed by an interactive panel session.

Dental Webinars Our series of dental webinars focus on current topics of relevance to dental practitioners and are free to our members. Most webinars take place from 6pm to 7pm and will feature a presentation as well as a live Q&A session. Webinars that have already taken place are made available as CPD e-learning modules. Webinars cover: Digital workflow in implants Dental public health in action: managing COVID-19 in the dental setting COP26 and dental sustainability

Update of the national third molar guidelines Human factors Minor oral surgery for primary care

Cleft lip and palate TMJ diagnosis and non-surgical management Vital pulp therapies Sedation

FOR MORE INFORMATION VISIT

rcp.sg/events

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EDUCATION AND EXAMINATIONS CALENDAR TE

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MRCS Part B Preparation Course

non-clinical skills training

Developing the Clinical Trainer 17 January, 1330 - 1400 Introductory online live session 31 January,1000 - 1200 or 1400 - 1600 1 February, 1000 - 1200 or 1400 - 1600 Live small-group interactive sessions £110 6 CPD Credits This course will provide foundation doctors and medical students with an overview of teaching, learning and feedback in the clinical environment. Suitable for - Medical students, foundation doctors, core trainees and early stage GP trainers Royal College Advanced Certificate in Clinical Education 10 - 24 January, 21 - 22 February, 10 - 24 March £995 The Royal College Advanced Certificate in Clinical Education covers all essential trainer prerequisites and provides learning opportunities specifically tailored to meet the needs of experienced trainers. The course focuses on enabling delegates to relate and constructively apply relevant educational theory to their ongoing clinical education practice. The course covers all aspects of the GMC 2016 guideline competency framework and may be recognised as leading to the award of up to 10 credits towards further RCPSG.AC.UK

Clinical Courses

Leading the way in

study on the University of Dundee's Certificate/Diploma/Master of Medical Education (MMEd) programme. The course is currently offered in both online and in-person formats. To attend in person in College, please apply for the two-day course in February. Suitable for - Specialty/Senior trainees, Consultants across all specialties and SAS Doctors Training the Clinical Trainer 26 January - 10 February One-hour introductory sessions and a 3-hour interactive session which concludes the course. In addition, participants will be required to undertake eight hours of individual online learning over a period of two weeks £395 12 CPD Credits This course aims to enhance your knowledge of, and skills in, educational practice within a clinical setting. Designed for senior trainees across all specialties and mapped to CCT requirements, it will provide attendees with knowledge and skills to meet the criteria set out in the GMC’s recognition and approval of trainers' requirements. Suitable for - Specialty/Senior trainees across all specialties and SAS Doctors.

For more information on non-clinical courses visit rcp.sg/nonclinical

13 - 14 January, 0800 - 1600 Closing date: 1 January £440 This two day course prepares you for the MRCS Part B OSCE Exam. The course combines online, flexible and independent learning with classroom based scenarios and preparation that benefit from direct interaction and feedback from faculty. Preparing for Core Training Interview 15 January, 0900 - 1300 £30 This half day seminar will guide you through the application process for surgical core training posts. The seminar will cover what to expect and how to prepare through a combination of lectures and workshops focusing on portfolios, management and clinical stations. Orthopaedic and Trauma ST Interview Preparation Course 22 January £80 The ultimate one-day intense preparation course to prepare candidates for the ST1 & ST3 Orthopaedic interview. It offers a unique one-to-one real time experience for the candidate of the interview process, to maximise exposure and potential. Focus on Neurology for PACES Candidates 25 January, 1300 - 1630 £75 This half day course, taught by neurology registrars, will help candidates to prepare for the neurology station, and potential neurology cases encountered in the MRCP(UK) PACES examination.

33 Events for all

Physicians

Head and Neck Dissection course

Surgeons

Dentistry

Travel Medicine

Urology ST3 Interview Preparation Course CADAVERIC

12 February £50

27 - 28 January 0830 - 1700 Closing date: 30 December Venue: Clinical Anatomy Skills Centre £590 This is a two day, hands-on dissection course aimed at ST level trainees in Otolaryngology. The main focus of the course is to teach the surgical anatomy and steps of important head and neck procedures. Basic Surgical Skills Course 27 - 28 January Closing date: 25 January 24 - 25 February Closing date: 23 February 0815 - 1745 £525 12 CPD Credits This is the new, 6th edition of the Intercollegiate course that runs over two days. It is for trainees anticipating a career in Surgery and preparing for basic surgical examinations. The course aims to teach safe operating techniques and stresses the importance of precautions for safe theatre practice. General and Vascular ST3 Interview Preparation Course

This half day virtual course will guide and assist as you prepare for the ST3 Urology National Interview Selection. Covering the main stations encountered; Outpatient and Emergency; the course will end with a mock interview GI Anastomosis Techniques Course 16 March, 0830 - 1635 £195 This one day course provides exposure to the theoretical principles and practical techniques of GI anastomosis. It gives an opportunity to perform a variety of surgical procedures on tissue models under the expert guidance of consultant surgeons. Vascular Anastomosis Techniques Course 17 March, 0830 - 1630

This is an intensive half-day preparation course for the ST3 General and Vascular Surgery national selection interview process.

This one day course provides exposure to the theoretical principles and practical techniques of vascular anastomosis. It gives an opportunity to perform a variety of surgical procedures on tissue models under the expert guidance of consultant surgeons.

Webinars Dental Webinar: Human factors – an overview for improving performance 20 January, 1800 - 1900 FREE

Principles of Casting for Orthopaedic Trainees 3 February, 0830 - 1700 £125 Taught by experienced clinicians and plaster technicians, this course will provide you with skills for upper and lower body casting.

HYBRID

Conferences Scottish Orthodontic Conference 28 January, 0900 - 1655 £85 6 CPDA This one-day hybrid event will welcome both face to face and virtual delegates and will provide updates on current practice and contemporary topics including temporary anchorage devices, 3D printing and orthodontic management of traumatised teeth. Syncope 2022 – Everyone’s problem 4 February, 0900 - 1700 £85 6 CPD Credits This one-day hybrid Conference will provide an up-to-date look at the assessment and treatment of syncope and will feature interactive presentations, case based learning and panel discussions.

£195

29 January £80

Podiatric Medicine

1 CPD Professor Peter Brennan will guide us through a number of important topics relating to human factors, looking at the commonality of errors in healthcare (1 in 20 hospital admissions include some form of error), never events and how wrong tooth extraction is now excluded.

Interactive Cardiology Conference 11 March, 0900 - 1700 £85 6 CPD Credits We are delighted to celebrate the 10th annual Interactive Cardiology Conference and look forward to welcoming you to this hugely popular, always sold out event. This one-day hybrid conference will feature keynote lectures, interactive case-based learning and for the first time, abstract oral presentations. Our program offers comprehensive updates on key contemporary topics, with world class leaders providing a clinically relevant review of the latest evidence and practical management approaches to frequently encountered scenarios in daily clinical practice.

For more information visit rcp.sg/events In the current uncertain times we are living in, we are exploring ways to continue to deliver our events. This includes limiting numbers on our courses, providing PPE where appropriate, using blended learning, and ensuring physical distancing measures are in place. The latest updates with regards to delivery methods can be found on our website.

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Examinations

Physicians MRCP(UK) Part 1

MRCP(UK) Specialty Examinations

MRCS Part B OSCE

Acute Medicine

Exam date: 7 May Closing date: 18 Feb

Exam date: 16 Nov UK registration: 27 Jul - 24 Aug Dermatology

Exam date: 18 May UK registration: 14 - 21 Mar

Exam date: 20 Oct UK registration: 30 Jun - 28 Jul

UK online and some International centres

Endocrinology & Diabetes

MRCP(UK) Part 2

Exam date: 8 Jun UK registration: 16 Feb - 16 Mar

Exam date: 1 Jun UK registration: 28 Mar – 4 Apr UK online and some International centres MRCP(UK) PACES Exam period: Jun - Aug UK registration: 4 - 11 Apr MRCP(UK) PACES Revision Modules rcp.sg/pacesonline Each module focuses on one of the PACES stations and includes; an introduction to the station, top tips on that station from a senior clinician and PACES expert, a behind the scenes look at the process of examiner calibration, an example of a satisfactory pass (including the patient examination and examiner questioning) and PACES exam tips from Dr Stuart Hood at the Royal College of Physicians and Surgeons of Glasgow. Focus on neurology for PACES candidates Date: 25 Jan rcp.sg/pacesneuro £75 This half day course, taught by neurology registrars, will help candidates to prepare for the neurology station, and potential neurology cases encountered in the MRCP(UK) PACES examination. RCPSG.AC.UK

ESEGH Exam date: 6 Apr UK registration: 15 Dec - 12 Jan Medical Oncology Exam date: 7 Sep UK registration: 18 May - 15 Jun Neurology Exam date: 11 May UK registration: 19 Jan - 16 Feb

Glasgow MRCS Part B OSCE Preparation Modules rcp.sg/osceonline Each module focuses on one element of the MRCS PartB OSCE preparation. The modules include thorough introductions from examiners and demonstrations of how stations work and are to be completed. The scenarios are then summarised and feedback is given to allow you to employ best practice when taking your own exam.

Dental Surgery

Palliative Medicine

MFDS Part 1

Exam date: 16 Nov UK registration: 27 Jul - 24 Aug

Exam date: 5 Apr Closing date: 28 Jan

Respiratory Medicine

Revision Modules

Exam date: 21 Sep UK registration: 1 - 29 Jun Rheumatology Exam date: 22 Jun UK registration: 2 - 30 Mar

Surgeons MRCS Part A Exam date: TBC Online

rcp.sg/mfds1revision These modules have been developed to give candidates the necessary knowledge about key areas of the exam. Question Bank rcp.sg/mfds1questions The Example Question Bank is designed to prepare candidates for the exam. MFDS Part 2 Exam date: 17 - 18 May Closing date: 20 Mar Glasgow and Manchester

Surgical Events

with the Royal College of Physicians and Surgeons of Glasgow

Glasgow International Orthopaedic and Trauma Conference

Podiatric Medicine

HYBRID CONFERENCE Wednesday 11 and Thursday 12 May 2022 The Glasgow International Orthopaedic and Trauma Meeting is a key event in our educational calendar for 2022. Covering a wide range of subjects, this two-day hybrid conference is relevant for everyone involved in orthopaedics and trauma, including consultants, orthopaedic training and non-training grade doctors, medical students, physiotherapy colleagues, orthopaedic and trauma nurses and SAS doctors.

Conferences

Digital Learning

Speakers include Humza Yousaf, Scottish Cabinet Secretary for Health and Professor Jim Huntley.

Cadaveric Courses Basic Surgery Cadaver Skills (BaSiCS)

Head and Neck / Emergency ENT Dissection Course

Surgical Approaches to the Upper Limb for Trauma

Basic Fracture Fixation Day

Emergency Head and Neck Surgery

Advanced Surgery Cadaver Skills in GI Surgery (ASiCS) Course

Endoscopic Ear Surgery

Surgical Skills for the Emergency Department Resuscitation Room

Emergency Urology Surgery Core Endoscopic Urology and Peno-Scrotal Surgery

Laparoscopic Colorectal Surgery

Clinical Skills Courses Basic Laparoscopic Skills Basic Orthopaedic Procedural Skills Basic Surgical Skills Foundation Skills in Surgery

GI Anastomosis Techniques Course

Care of the Critically Ill Surgical Patient (CCrISP)

Vascular Anastomosis Techniques Course

Principles of Intramedullary Nailing

Principles of Casting

Non-clinical Courses Mentorship Programme Royal College Advanced Certificate in Clinical Education Training the Clinical Trainer Developing the Clinical Trainer

Practical Advice for New Consultants

General and Vascular ST3 Preparation Course

Performance Support for Doctors in Training

Orthopeaedic and Trauma Interview Preparation Course

The Clinical Learning Environment

Urology ST3 Interview Preparation Course

FOR MORE INFORMATION VISIT

rcp.sg/events

WINTER 2021 EDITION 11

MEMBERS' AREA

WELCOME TO ALL OUR

NEW MEMBERS AUGUST - OCTOBER 2021 PHYSICIANS

SURGEONS

Fellow qua Physician Sabeen Aatif Khalid Abdulwahid Al-Qatari Sameh Allam Paolo Capanni Lung Tat Andrew Chan Ka Pang Chan Ranajit Chowdhury Kumawat Dal Chand Kamal Deyab Khalid Gailani Ahmed Eltayeb Mohammad Arif Hossain Shaila Kabir Syed K Kazmi Charles Gerald Kelly Haroon Iqbal Khan Irfan Khan Shailesh Kumar Wai Sun Lam Kit Kwan Ma Michael Macdonald Kwok Shing MAK Arshad Mehmood Mohd Shahrir Mohamed Said Shahidur Rahman Tasrina Shamnaz Samdani Syed Farrukh Shah Muhammad Umair Sharif Aleya Sultana SYEDA Terence Chi Chun TAM Ho Chi Tam Mohammad Tariq Ko Ko Lin Thaw Hidayat Ullah Thuya Win B H Nazma Yasmeen

Fellow qua Surgeon Muhammad Ahsan Md Ansar Ali Samer Alkarak Kamran Asghar Md. Masumul Gani Chowdhury Hamid Rasheed Goreja Kaniz Hasina Shams-ud-Din Elias Khan Khan Tahir Mumtaz Malik Mohammad Nashir Uddin Muhammad Attique Sadiq Jasim D. Saud Dr. Jawhar Lal Singha

Member qua Physician Amalendu Bhattacharyya Maria FarOOQI Muhammad Saleem Hasan Sarah Johnston Syed Monawer Karim Alexander MacLellan Rachael McAughtrie Hla Myat Mon Luis Bernardo Pinto Loureiro Harrison Santosh Ramaswamy Awanish Shukla

RCPSG.AC.UK

Fellow in Ophthalmology Sanaa Aiad Elsayed Ahmed Abeer Tawfik Farhan Al Hanaineh Abdulaziz Sultan R A Al-Kaabi Naif Mamdouh H Alali Ahmed Radi M Algethami Shoeib Mohamed Shoukry Shoeib El Shafei Ali Wael Abdulrahman I Alsakran Mahmoud Salah Abdel Haleem Attia Mira Adel Gabra Botros Fatema Bader Mohamed Bushager Chand Amit Chandrasen Varune Matthew V Chariah Emrah Duzenli Samar Fatima Rania ElSayed AbdelHamed Gad Teena Elizabeth George Mohamed Ahmed Hafez Ibrahim Dena Ali Abdelaziz Ismail Khater Mamdouh Maher Mamduh Mannaa Neil Jorge Washington McGill Esraa Ahmed Ramadan Mohamed Sorath Noorani Wessam Nader Ahmed Salem Moataz Abdelhay Ahmed Sallam Moshir Samuel Nagib Shenouda Gursumeet Sohanpal Sumeet S Sukhi Fellow in Trauma & Orthopaedics Juliet Clutton Cezary Andrzej Kocialkowski

Fellow in General Surgery Mohend Abbass Nori Alshalah Robert Graham Anderson Abeera Mehmood Fellow in Oral & Maxillofacial Surgery George Markose Member qua Surgeon Agalawatta Sattanbi Mudiyanselage Gihan Bhathiya Bandara Agalawatta Nadesan Ahilan Attanayake Mudiyanselage Samantha Dinesh Attanayake James Edwin Crawford Soham Dattatreya Dave Gallalagama Arachchige Malinga Madushan Gallala Tharanga Dilrukshi Gamage Manujaya Harshika Pilana Godakandage Beatrice Ho Jasinge Dinusha Prasad Jasinge Bastian Arachchige Saman Priyadarshana Jayasinghe Lalith Asanka Jayasooriya Gamage Manisha Daminda Kariyawasam Naotunna Palliyage Nuwanthika Karunaratne Selvarajah Kokulan Mallawa Arachchige Gayan Ranjan Mallawa Arachchi Buddika Nuwan Kaumara Meegasdeniya Kankanamge Fahad Nazir Hewa Kodikarage Sadeesh Niroshan Theekshana Hasalabuddhi Pathirana Nilanka Harshana Pemaththuhewa Thilina Madhushan Samarasinghe Prabodha Mihiran Samarathunga Dharshanan Raj Selva Raj Ponnudurai Sivapalan Yi Hang Tan Sampath Thilakarathna

Muhammad Ausaf Usmani Nipun Wickramasekara Christina Wilson Zichu Yang Mosab Ali Abdelgader Yusif Member qua Surgeon in ENT Jeremy Peter Reid Alexander David Gillies Rogers Member qua Surgeon in Ophthalmology Ahmed Nabil Mahmoud Abd Allah Khaled Ahmed Abdou Abd El Ghafour Ehab Ali Fahmy Abd-Elhaleem Ahmed Nada Mohamed Abdel Hamid Dhulfiqar Gheni Abed Ahmed Hamed Abouzid Abouelnasr Muhammad Ali Muhammad Abouhamid Hima Bindu Adusumilli Abdel Azeem Abdallah Mohemmed Ahmed Mohamed Abdelbadie Abdelfattah Ahmed Mohammed Bader Mohammed Al-Jaryan Hussein Ali Hamzah Al-Shareefi Omar KH M Z Alduwailah Muhammad Imran Ali Dilshad Ali Arqam Moufeed Abdulraheem Alqasem Mohammad Khalil Abdullah Alshafei Sivayoganathan Prem Anand Asad Ali Asim Htin Kyaw Aung Tamanna Binthu Abdul Azeez Sherif Mohamed Ahmed Bayoumi Vivion Michael Bissoon Moataz Mohamed Mostafa Fathy Dabees Seema Das Shereen Ramadan Elsaid Ali Diab Amanda Mohanan Earatt Balsem M Aref El Beshti Mohamed Taher Abd El Hakim

Mohamed El Feky Manar Hamad El Nagar Ahmed Fouad Ibrahim El-Husseiny Hossameldeen Elsayed Awad Elbarbary Mahmoud Hazem Abdelmaksoud Eldeeb Mohamed Lotfy Lotfy Abd Elrahman Elesawy Sarah Abdelrazek Omar Muhammed Elfadaly Amr Mahmoud Elsayed ElHariry Rashad Emam AbdulAziz Elsayed Ahmed Mohammed Tawfik Ibrahim Farag ElSayegh Elsaid Elsaid Ibrahim Eltelbany Hassnaa Hassan Elsayed Ghazy Emara Marwa Mahmoud Hagag Bayoumi Emara Mohab Mounir Kamel Fadel Rasha Abdalla Ahmed Fadl Muhammad Asad Farooq Farheen Fatima Kareem Adel Labib Feraig Lubna Feroz Mohamed Ali Elsebai Gadallah Abdelhamid Ghanem Abdelhamid Ghanem Muhammad Kashif Habib Amr Mosaad Abo Elfotoh Mohamed Hammad Hala Fathi Abd El Rzak Hannot Islam Medhat Rizk Albyoumi Hasan Mustafa Muhialdeen Hussain Ahmed Ali Ibrahim Moustafa Ahmed Youssef Ibrahim Vivekaraj J Jairaj Mohammed Mahmoud Mohammed Mahmoud Hassan Kaoud Inayat Ullah Khan Asmat Ullah Khan Muhammad Tariq Khan Chamara Janith Kumarage Meera Alias Devasena M Nermine Said Aly Madkour Loku Singham Kutti Kankanamlage Priyantha Maduranga Eslam Mahmoud Ahmed Mahmoud Muhammad Manan Ebtihal Reda Hamed Abd Elmoneim Mobarak Marwa Mutwakil Mohamed Ahmed Mohamed Rasha Sameer Moustafa Moustafa Bilal Murtaza Mahmoud Mustafa Mahmoud Mustafa Uzma Naz Walid Osama Abdel Rahman

Nour El Din Aldemerdash Ahmed Omar Mohamed Fathy Ahmed Oraby Samah Ahmed Osman Shreyas Laxman Palav Muhammad Qasim Qirat Qurban Waseem Qureshi Venkat Rahavan R Rohith R Walaa Gamal Mahmoud Hanafy Rashed Mohammad Abdul Rashid Ahmed Reda Hasan Aly Donia Shariq Riaz Muhammad Usman Sadiq Muhammad Irfan Sadiq Ahmad Abd El-Samee El-Said Sakr Beenish Saleem Asmaa Soliman Mohammed Salem Roshdy Mohammed Ahmed Sallal Nandini Sankaranarayanan Asmaa Abdelsamea Omara Ahmed Saoud Rimsha Sarosh Shahab Mohammed Sayeed Farheen Shaikh Hisham Samy Saad Aldin Shalaby Mariam Shamim Abhishek Sheemar Ramy Hassan Mossad Shehab Abram Ernest Amin Shenouda Hassan Sanooj U. V. Talal Mahmood Fateen Zaky Younso Nidal Mahmood Fateen Zaki Younso Shehrose Yousaf Hussam Hassan Bedawi Zakaria Amro Tawfik Abdelfattah Ziada Member of the College Mian Awais Sohail Ejaz MD. Shahriar Islam Fizzah Khalid Faheem Nawaz Harris Hassan Qureshi Hafizur Rashid Sazal DENTAL SURGERY Fellow in Dental Surgery Jingade Krishnojirao Dayashankara Rao Ramesh Balasubramaniam Robert Stephen Burrows Mohamed Abd El Aziz Abo El Fotouh Ghanem Umar Hamid Ruwan Duminda Jayasinghe Prithiviraj Jeyaraman Rawaa Younus Khaleel

Ayyaz Ali Khan Eddie Lai Ching Man Lo Kamaraj Loganathan Isobel Margaret Madden Vijay Prakash Mathur Christopher William McCurry Chi Kit Ng Bharath Puttur See King Arthur Sham Cheuk-hang SO Vikas Raj Somarajan Fiona Stewart Ajay Telang Kai Zhang Member of the Faculty of Dental Surgery Abdullah Kelvin Ian Afrashtehfar Muhammad Usman Akhtar Dhai Osama Abdulrazak Al-Ansari Hasanain Ayed Mohammed Al-Khafaji Omar Alqarawi Abdul kalam Azad Katriana Ewa Sabina Bacik Rosalind Bannister Julie Bell Auric Bhattacharya Vishalanand Bhunjun Calum Cassie Aidan Caulfield Tommy Tak Wing Cheung Soo Sun Chong Sabir Uddin Choudhury Thomas Peter Cole Yasmine Coll Dale Cromar Umer Daood Emily Sarah Davison Christopher Charles Donnell Ufuoma Edeki Tala El-Roz Satheesh Elangovan ahmed Eliethy Caroline Feerick Kar Chuen Fong Jamal Abduljawad Furjani Nicola Gradwell Emily Gray Serena Halsall Mai Hassan Ella Holden Jose Joy Idiculla Diana Inkster Kexin Kang Karolina Kasprzykiewicz Muhammad Ikram Khan Leilah El-Djazair Lahmanes Jacob Lewis Nicole Elizabeth Lyons

Lucy Jane Malcolm Gavind Singh Malhi Altaf Hussain Malik Usmaan Mansur Jayadev Matapathi Bal Singh Panesar Caron Pari Dhalisha Patel Kruple Patel Nisha Patel Sunil PM Elliot Pound Sajneet Puri Vinoo Subramaniam Ramachandran Ramanathan Ravi Nicholas Stephen Rawlings Alexandra Annie Morgan Rawlins Mohammad Muddassar Riaz Bobby Sharma Elizabeth Smart Jennifer Smylie Azeem Ul Yaqin Syed Amr Taha Liang Hong Tay Iona Catrin Tomos Kwan Lok Tse Vithurran Skantha Vijayenthiran Clifton Ming-Chung Wan Molly Watton Calum Wilkinson Christina Ruth Williams Tsz Yung Wong Georgie P Zachariah Member in Orthodontics Mohamed AlSamahy Hajra Ghafoor Ajit Kalia Ibukunoluwa Oyebukola Sodipo Member in Paediatric Dentistry Rosalind Bannister TRAVEL MEDICINE Associate Member of the Faculty of Travel Medicine Bili Wu PODIATRIC MEDICINE Fellow of the Faculty of Podiatric Medicine Robert Dennis Cox Howard Liebeskind Brandon Darryn Alec Maggen Reza Naraghi Simiso Ntuli Member of the Faculty of Podiatric Medicine Craig Thomajan

WINTER 2021 EDITION 11

NEW DIGITAL LEARNING

The Lower Limb and Foot in Diabetes: Assessment and management

Each module begins with an introduction on diabetes and it’s complications, with a focus on the lower limb and the pathway to foot disease. The modules highlight the impact of diabetes in difference countries along with current guidelines, using introduction videos from experts in the UK, USA, India and Australia. Module topics include: Part 1, focusses on The Foot and Diabetes and Identifying the foot at risk Part 2, focusses on Wound management, Infection and the Surgical management of the foot Part 3, focusses on Charcot foot, Pain management and neurological conditions, Prevention education for the patient and Diabetes control

rcp.sg/DigitalLearning

This non-promotional educational programme is for UK healthcare professionals only.

HELPING YOU PROTECT YOUR PATIENTS AGAINST VACCINE-PREVENTABLE DISEASES Sanofi has a well-established heritage of over 130 years in developing vaccines to help prevent travel-related diseases. Through these challenging times, Sanofi remains committed to public health, striving to lead in vaccine development and supporting health care professionals in providing the best care possible. To this end, we have developed a dedicated medical education platform, Lumiere, to support health professionals in their pursuit of knowledge in vaccines and immunology.

It includes both face-toface and online education along with downloadable resources, allowing you to build on your existing skills and knowledge.

For more information on supporting your educational needs, please visit Lumiere

To access exclusive Lumiere content visit www.lumiere.sanofipasteur.co.uk

Bookmark a module today

MED1287_Lumiere_Print_Ad_RCPSG_210x132_FA_190821.indd 1 RCPSG.AC.UK

19/08/2021 12:34

Heritage Events

EXHIBITION

Words of hope and kindness from our College community featuring simple notes, letters, postcards, cards and doodles that express goodwill and love. EXHIBITION

Admitting Women – College Hall installation New artwork representing the first four women to apply for fellowship of the College, and their struggles against gender inequality.

PODCASTS

BITES

Body of Work returns for a new mini-series!

Episode 1 - William Macewen and Osteotomes Episode 2 - Mearnskirk Hospital and the Alexander Dale Collection Episode 3 - Andreas Vesalius and De Humani Episode 4 - Audubon and Birds of America

For more information and bookings visit

rcp.sg/heritage

WINTER 2021 EDITION 11

e c n e r e f n o C support

Fellow and Member DDR Room hire

A/V facilities and support Tea, coffee and biscuits on arrival Mid-morning serving of tea, coffee and biscuits Lunch served with tea, coffee and fruit juice Afternoon serving of tea, coffee and biscuits Venue management support Wi-Fi access

£30

As a valued Fellow or Member, we have made it easy for you to host a conference or event at the College. Our experienced events team will support you through the planning to deliver a successful event. Your membership entitles you to exclusive Fellow and Member rates, making the College the venue of choice for your next conference, meeting, dinner or private event.

To discuss your upcoming event requirements in more detail, please contact:

bookings@1599.co.uk | 0845 388 1599 1599.co.uk | 232-242 St Vincent Street, Glasgow, G2 5RJ RCPSG.AC.UK

From + VAT per person *prices are subject to availability and further terms and conditions