In the late 1980s, soon after completing M.D. in Anaesthesiology, Dr Anuradha Suresh Deolalkar(ASD) moved from Mumbai to Hyderabad. After starting as a freelance anaesthesiologist, she switched over as a consultant and has become an Associate Professor in Anaesthesiology. Dr ASD feels very satisfied to pass on the experience gained over three decades to young post graduates.
Experiences that had a huge impact on you
I vividly remember a patient, Sita. She got admitted for a C-section as she was carrying twins. While doing her pre-anaesthetic check, I realised that she had no family other than her husband. Twin girls were born, but Sita developed complications. She battled a multi organ failure for a month. I visited her daily. Despite being on a ventilator, her spirits were high.
As anaesthesiologists, we see our patients for a short time. But it is important for us to identify with our patients as persons rather than seeing them as a case study. It lends that human touch and empathy. It also goes a long way in avoiding the hostile reactions of relatives, in case of an adverse outcome.
Learnings from your seniors, peers and subordinates
Our specialty often involves crisis situations. We have to react in less than four minutes and that is the difference between life and death. In such cases, keeping cool helps in split second decision making. This is a trait I have leart over time from observing my seniors and peers. I have learnt to use technology from the next gen and it has become a necessity today.
How is your profession changing?
When I started my career, anaesthesiologists were very much behind the scenes. We were considered as technicians, not doctors! The remuneration was also very meagre. The technology was limited. Today, there has been a paradigm shift from that situation and it is a welcome change.
What must be done to attract more women to workforce?
The operation theatre usually has more women than men. Still one of the major reasons for women to drop out of work is family responsibilities after marriage. Women are usually the sole care givers to their children and ageing in-laws/parents. It would help if work places have creche facilities on their premises. Flexible working hours would also help. Men too, should be given paternity and compassionate leave. In case a woman has to drop out, a clear-cut sabbatical policy, whereby she can rejoin without loss of seniority, would be helpful.
Policy and support system for inclusivity…
Most doctors, work inhumanly long hours, eat and sleep at irregular and odd times, while working on life and death situations. Doctors neglect their own health more than any other professionals. This leads to several serious medical problems, psychological burn out, and even addiction and substance abuse. Women are worse hit as they handle domestic issues, as well. Most of this is avoidable if the work schedule is structured.
Another unique work place issue faced by doctors is physical assault by enraged relatives in case of death of a patient. Laws have been enacted to criminalise such assaults but they have failed to act as a deterrent. Hospitals should have a team of counsellors to assist relatives and also provide proper security to doctors.
What should organisations do to make the workplace inclusive?
A gender specific need would be easy and safe access to ladies’ toilets with facilities to dispose off sanitary napkins. Even in institutes like ours, women toilets are inadequate with no thought at all about the menstrual needs of more than half the workforce.
There are also instances of sexual harassment at work. Grievance redressal mechanisms along the Vishaka guidelines should be in place at all the workplaces.
What do you think men can do to help women join the workforce?
They need to share the responsibility on the home front to whatever extent possible. I have seen few men dropping their kids at schools, shopping for veggies… These are encouraging signs.
