Inclusion and diversity
We believe that all forms of discrimination are unacceptable, and can negatively impact the health and well-being of our trainees, fellows, staff, and the wider community.
When there's explicit discrimination against a group of individuals that include trainees, staff, and fellows of the college, there will be a negative impact on their mental and physical well-being.
As the membership organisation for more than 7000 specialist doctors and 1500 specialists-in-training we have a responsibility to support those affected through those challenges so they can meet their responsibilities to their patients and the community.
Find out what we're doing to advocate for - and improve - inclusion and diversity in all areas of anaesthesia and pain medicine practice.
Gender equity has ethical, social, and economic benefits to our fellows, trainees, specialist international medical graduates (SIMGs), and the broader community.
Recognising the diversity of practice within careers in anaesthesia and pain medicine, our objective is to achieve visible gender equity across the following five broad areas:
- Entry to – and completion of – training in anaesthesia and pain medicine.
- Access to clinical anaesthesia and pain medicine practice across public and private healthcare sectors, that's safe; rewarding; appropriately remunerated; and compatible with work life balance and wellbeing.
- Recognition and advancement in research and education.
- Leadership, management and health advocacy.
- Participation in high quality continuing professional development that supports clinical and nonclinical support roles.
Gender Equity Position Statement
In March 2019, through the work of the Gender Equity Working Group, we released the Gender Equity Position Statement which states our commitment to advocate for gender equity.
Gender Equity Resource Kit
The Gender Equity Resource Kit contains useful tools and strategies that may be used by trainees, specialist international medical graduates (SIMGs) and fellows, to contribute to gender equity within hospitals or workplaces.
The resource kit may provide guidance and support in these vital areas, which are outside the direct remit of the college. It is structured into five key areas of focus:
- Inclusive and equitable culture.
- Diverse and representative workforce.
- Flexible and empowering workplace.
- Attention to closing gaps.
- Strategic and accountable leadership.
We encourage you to download and share the toolkit, and use the gender equity self-assessment quiz to challenge the gender balance and equity practices in your health services, departments and teams. The results might surprise you!
To support the Gender Equity Position Statement, we have developed a task-oriented action plan to be delivered over the coming five years.
The action plan aligns with the five key focus areas identified in the resource toolkit, and the ANZCA Strategic Plan (2018-2022). Regular updates on the progress of the plan will be communicated to our members, and tracked via our Professional Affairs Executive Committee.
ANZCA panel pledge
The ANZCA panel pledge is based on an initiative of Male Champions of Change and Chief Executive Women, national groups which work with influential leaders to redefine men’s role in taking action on gender inequality.
Too many panel appearances and speaking engagements are offered to men, too few to women. This imbalance means that audiences are getting a narrow perspective and the quality and diversity of conversations and experiences are limited. We ask that willing participants take the following pledge.
I stand for gender diversity at every forum.
When you're invited to speak at or participate in a professional forum:
- Request confirmation of who the other panellists/speakers/participants are, and how gender balance will be achieved.
- Request that as a condition of acceptance, you expect women to participate in a meaningful way.
- Reserve the right to withdraw from the event should this not be the case when the speaker list is finalised.
- Offer names of women from within your organisation or network and, if helpful, point them to resources for support in finding women.
Panel pledgers at the STEMM Breakfast, 2019 Annual Scientific meeting in Kuala Lumpur.
Take the pledge
If you'd like to add your name to the growing list below by formally taking the pledge, please email us with you name, college ID, and the pledge “I stand for gender diversity at every forum”.
Dr Anisa Abu Baker
Dr Leinani Aiono-Le Tagaloa
Dr Salam Al-Khoury
Dr Vanessa Beavis
Dr Andrea Binks
Dr Julia Birch
Dr Dane Blackford
Dr Roger Browning
Dr Neroli Chadderton
Dr Elaine Chilcott
Dr Charles Chilvers
Dr Alan Ch'ng
Dr Chui Chong
Dr Simon Collins
Dr Meredith Craigie
Ms Monica Cronin
Dr Lucky De Silva
Dr Edward Debenham
Dr Monica Diczbalis
Dr Bridget Effeney
Dr Nigel Fidgeon
Dr Clare Fisher
Mr Adam Fitzgerald
Ms Laura Foley
Ms Kate Galloway
Dr Ian Graham
Dr Genevieve Goulding
Dr Neil Hauser
Mr Maurice Hennessy
Dr Charles (Yan) Ho
Prof Harriet Hopf
Dr Sofia Huddart
Mr John Ilott
Dr James Jarman
Dr Simon Jones
Dr Micheal Jones
Ms Nadja Kaye
Dr Alison Kearsley
Assoc Prof Ross Kerridge
Dr Emma Lansbury
Dr Brian Lee
Dr Ken Lee
Dr Min-Qi Lee
Prof Kate Leslie
Dr Jenny Liddell
Dr Susie Lord
Dr Angus Loraine
Dr Scott Ma
Dr Jack Madden
Dr Stuart Marshall
Dr Timothy Marshall
Assoc Prof Nolan McDonnell
Dr Sean McManus
Ms Heather Ann Moddie
Dr Bruce Newman
Dr Ann Ngui
Dr Michelle O'Brien
Prof Philip Peyton
Assoc Prof Nicole Phillips
Dr John Prentice
Dr Lindy Roberts
Dr Nigel Robertson
Dr Sancha Robinson
Dr Peter Roessler
Dr David Rowe
Dr Matt Rucklidge
Dr Allanah Scott
Dr Aylin Seven
Dr Prani Shrivastava
Ms Jaspreet Sidhu
Ms Hannah Sinclair
Assoc Prof Marcus Skinner
Ms Teri Snowdon
Prof David Story
Dr Cara Thomson
Dr Savas Totonidis
Dr Christine Vien
Dr Jana Vitesnikova
Assoc Prof Leonie Watterson
Ms Gabby White
Dr Chris Wilde
Assoc Prof Deborah Wilson
Dr Maggie Wong
Dr Jennifer Woods
How do we stack up?
The college has made a commitment to regularly report on gender metrics, to ensure there remains a focus on where the balance lies both today, and into the future.
Historical gender imbalances in the specialities of anaesthesia and pain medicine are rapidly decreasing as women enter and complete training. Forty three percent of our trainees across the college are female, indicating that more women than ever are being admitted to – and completing – the ANZCA and FPM training programs. Similarly, recent female representation in the roles of ANZCA president and FPM dean are closing the gender gap in appointments to executive leadership.
Female representation in leadership roles such as supervisors of training and heads of department has increased in the last 12 months, giving woman more of a voice in anaesthesia. In order to bring about change, there needs to be consideration given not only to percentage of training numbers, but how this can translate to greater and more equal opportunities throughout a fellow’s career cycle.
In 2019, over 150 fellows retired. Eighty per cent were men. With numbers of women trainees on the rise, gender equity seems more within reach. However it could still be many years for the imbalance to be near parity.
The number of women leading research grant project has increased by 9 per cent since 2017. The college actively encourages women to undertake research projects, and we will be releasing an action plan shortly that will outline how we intend to support this.
Gender balance at conference and events
Women are underrepresented at conferences and meetings. Particularly as invited speakers, panellists, and convenors but also, in some cases, as delegates.
At the 2019 ANZCA Annual Scientific Meeting (ASM), 32 per cent of speakers were female and the 2020 ASM was due to be even more promising with 44 per cent of speakers being female, however the ASM was cancelled due to COVID-19.
We have been pro-active with this issue by promoting, mentoring and actively advocating for gender balance at conferences and in leadership opportunities. We encourage conference convenors to review their speaker lists with gender balance in mind.
We also provide family/carer-friendly facilities where possible, to support speakers and delegates who are caring for children.
2019-2020 ANZCA Workplace Gender Equality Report
In accordance with the ANZCA’s commitment to being an equal opportunity employer and our compliance requirements under the Workplace Gender Equality Act 2012, the college lodged its annual compliance report with the Workplace Gender Equality Agency (Agency) on 16 June 2020.
A copy of this report which can be accessed here indicates what policies, strategies and work practices the college has in place to ensure our staff are able to access and enjoy the same rewards, resources and opportunities regardless of their gender.
For more information on the Agency and reporting requirements under the Workplace Gender Equality Act 2012, please visit the website.
Supporting marriage equality
In 2017, ANZCA joined other medical colleges to support marriage equality in Australia by releasing the following statement:
The Australian and New Zealand College of Anaesthetists (ANZCA) considers all forms of discrimination unacceptable, with the potential to negatively impact on the health and well-being of our trainees, fellows, staff, and the wider community. To this end, the ANZCA Council collectively supports marriage equality and urges our members, trainees and staff to give serious consideration to the health impact of ongoing discrimination.
Background to this decision
ANZCA Council recognises and acknowledges the diversity of views and beliefs within our community. We oppose discrimination in any form; and support diversity, and the health and well-being of our trainees, members, and staff. Doctors who are suffering stress or depression are less effective in delivering care for their patients.
In the ANZCA Constitution, the objectives of the college include to "advocate on any issue that affects the ability of Members to meet their responsibilities to patients and to the community" (1.1.4), and "provide advice and support to Members to assist them in establishing and maintaining an appropriate work/life balance and to meet effectively the challenges of professional life" (1.1.18).
In 2017, our ANZCA Bullying Discrimination and Sexual Harassment (BDSH) Working Group published Prevent, Protect, Respond, a report on BDSH in healthcare environments. The first line of this report states that “ANZCA considers bullying, discrimination and sexual harassment (BDSH) to be unacceptable behaviours and is committed to ensuring that it is appropriately addressed into the future.”
Our BDSH policy also states: “The college considers bullying, discrimination and harassment unacceptable behaviour that will not be tolerated under any circumstances.”
Beyond discrimination in the workplace, the ANZCA document, Supporting Anaesthetists’ Professionalism and Performance states: “ANZCA considers all forms of bullying, discrimination and sexual harassment to be unacceptable.”
Therefore, after careful consideration, ANZCA Council members, in their positions as leaders of our college, strongly supported the need to represent these values to support marriage equality.
As of 9 December 2017, marriage equality is protected in law in both Australia and New Zealand.