Radiology
expertise and commitment in the system for the long term. We are fortunate as radiologists that the
reporting aspects of our work can often be done remotely, and that brings options including the potential for true flexibility. The RCR correctly highlights the benefits of flexible working arrangements, and the key role these can play in retention. The census supports the benefits of flexible working arrangements, evidenced by the median age of colleagues leaving their substantive less than full time posts being 59 years. I’d argue that providing colleagues with alternatives as part of flexible working patterns, offering a release valve – alternative source of work, within their control, combined with a shift in balance - will reduce risk of burnout and early leavers, increasing the probability of keeping colleagues delivering work for the NHS for the longer term. Flexible working can mean both in time/ hours and in location. It’s a simple fact that globally, both within and outside healthcare, working patterns are changing, and the demand for more flexible working, both in time and geography, is increasing. Radiology is not immune from this, but it can accommodate it. Some already have. Again, there are multiple reasons, but the ability to work and be close to family is a recurring theme I observe. One way to maintain and expand capacity is a
‘work anywhere’ flexible working policy. Indeed, it’s notable that the RCR Census finds that international medical graduates are significantly younger when they leave their substantive NHS posts than their UK trained counterparts. It’s certainly a recurring theme I observe that the need for global mobility, for example to repatriate for family reasons, is a significant factor in this. We need to embrace the potential opportunities we have, recognise and adapt to
the full spectrum of our workforces’ changing needs, and utilise all the tools at our disposal to enable flexibility in both time and geography to retain capacity in the service as a whole. But these opportunities are challenging to deliver reliably and sustainably, and the NHS has historically struggled to offer the flexibility that is increasingly needed. Teleradiology, delivered the right way, in partnership with departments, can and does deliver the spectrum of flexibility that’s needed. Of course, it is not the whole solution, but I strongly believe teleradiology, with the appropriate model, has an important role to play in supporting radiologists personally and professionally, improving retention of expertise and capacity in the system, and in doing so supporting departments delivering for our shared patients. Critically, we must recognise and be able to meet the individual needs of radiologists in their own bespoke circumstances and move beyond traditional working arrangements. Everlight Radiology has a working model
which connects radiologists based all over the world back to the health system in which they trained. It means that a previously untapped pool of NHS radiologists already living overseas for a multitude of reasons, from emigration to repatriation to travelling either on a short-term or long-term basis, or those who need to leave their substantive posts often for family reasons, can continue to support the NHS. This keeps expertise and capacity in the system which would otherwise be lost.
The spread of time-zones Everlight currently has hundreds of NHS trained radiologists based all over the globe working in their normal waking hours – which means the ‘night shift’ emergency work is covered by rested, alert radiologists, while routine cases are reported 24/7, 365 days a year. We have built our model around the flexibility
needs of our radiologists, both in time and geography, as well as their wellbeing, so they work during normal waking hours. This includes the opportunity to re-connect NHS experienced radiologists, who have emigrated for any reason, back to the NHS – the system in which they trained and have served. It’s an ethical and sustainable solution to keep commitment, expertise and capacity, which would otherwise be lost to the system.
References 1. RCR clinical radiology census report. 2021. Available from:
https://www.rcr.ac.uk/ media/30dhjeh2/clinical_radiology_census_ report_2021.pdf
2. The Royal College of Radiologists Clinical February 2025 I
www.clinicalservicesjournal.com 35
Radiology. 2023. Clinical Radiology Workforce Census 2023. Available from: https://www.rcr.
ac.uk/media/5befglss/rcr-census-clinical- radiology-workforce-census-2023.pdf
3. NHS England. 2023. Retaining doctors in late stage career guidance. Available from: https://
www.england.nhs.uk/long-read/retaining- doctors-in-late-stage-career/
Free educational
resources Everlight Radiology is committed to improving radiologist standards of practice by helping all radiology professionals – whether they work for Everlight or not – to grow their knowledge and develop their clinical skills with ‘Everlearning’. This offers high-quality educational content for radiologists with a strong focus on emergency and subspecialty radiology. Any NHS radiologist can access the content for free, visit: https://
everlearning.info
About the author CSJ
Dr. Rose is the Chair of the Global Medical Leadership Council and Everlight UK’s Medical Director. He obtained his medical degree at the Royal Free Hospital School of Medicine and completed his radiology training in Nottingham. He has held a number of senior clinical management and leadership roles during his time in the NHS and now leads the Global Medical Leadership Council for Everlight Radiology. He is passionate about making high- quality radiology available to all, developing careers in teleradiology and continuous improvement in quality and experience. His special interests include general radiology and an interest in lymphoma and uroradiology.
photo courtesy of Everlight Radiology
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