Soniya Chauhan
Título profesional
Título de puesto preferido
Lugar actual de práctica/formación
MBBS MRCS
Clinical Fellow in Orthopeadics
BHRUT
Descripción de la práctica
University hospital
Acerca de
I'm Ms Soniya Chauhan, a Clinical Fellow in Trauma & Orthopaedics at Barking, Havering and Redbridge University Hospitals NHS Trust (Queen's Hospital, Romford), holding MBBS and MRCS(Ed). I'm steadily building towards higher surgical training, with a longer-term goal of becoming a consultant in T&O.
Alongside clinical practice, I'm committed to education and community-building. I organise the SHO-level teaching programme for junior fellows, where I designed and run a full-year structured schedule with built-in MCQ assessment to measure knowledge gain. I also serve as UK Admin and Moderator for AO Trauma NextGen UK.
My research spans surgical education and evidence-based medicine awareness among international medical graduates, a systematic review in knee osteoarthritis management, and audit work on theatre safety, radiation protection and VTE prevention. I'm particularly drawn to the questions where clinical quality and equity overlap -who gets supported, who gets heard, and how we measure it.
Outside medicine, I've recently started learning to swim and have taken up parkrun - both reminders that progress comes from showing up consistently, not from being the fastest in the room. I care about building things that outlast me.
¿Qué te hizo unirte a IODA?
Orthopaedics remains one of the least diverse surgical specialties, and as a woman of Indian origin progressing through surgical pathway, I've seen first-hand how much representation and visible role models matter - both for those entering the field and for the patients we serve. Much of my existing work sits at this intersection: moderating AO Trauma NextGen UK, and building structured teaching that supports international medical graduates as they find their feet in the NHS. IODA gives that work a global home and a community of people committed to the same goal. I want to learn from established voices in this space, contribute to evidence-based diversity initiatives, and help ensure the next generation of orthopaedic surgeons reflects the population it treats.
¿Cómo ha abordado la DEI en su lugar de trabajo?
Practically and through structure rather than statements. A large proportion of junior fellows in my department are international medical graduates, often navigating an unfamiliar system with little scaffolding, so I designed a year-long teaching programme that gives every fellow, regardless of background, equal access to high-quality registrar-led education and a fair route to present and develop. I extended this to research, leading an evidence-based medicine awareness study among IMG colleagues so that gaps were identified with data rather than assumption. Through being moderator at AO Trauma NextGen UK, I've worked to strengthen networks and visibility for groups under-represented in surgery. My approach is to remove practical barriers and build durable systems, then measure whether they actually changed outcomes.
¿Cómo se define la inclusión?
Inclusion is when people don't have to expend energy proving they belong before they can do their best work. It goes beyond getting diverse people through the door (that's diversity) -it's whether, once they're in the room, their contributions are genuinely heard, their development is invested in equally, and the environment is designed around their needs rather than expecting them to adapt silently. In a surgical context, it means a fellow who trained overseas has the same access to teaching, theatre opportunities and mentorship as one who trained locally, and feels safe enough to ask questions and be wrong. Inclusion is ultimately measured by who flourishes, not just who is present.
¿Cuál es su logro del que está más orgulloso?
In theatre I became increasingly aware of how casually radiation protection was treated — colleagues exposed during imaging without consistently wearing the right PPE, a risk normalised simply because it was invisible. It bothered me that something so preventable was being quietly accepted. So I designed a radiation protection audit and measured what was actually happening rather than what people assumed. The results confirmed the gap, so I introduced targeted changes and, crucially, didn't stop there — I re-audited a second cycle to prove the intervention had genuinely shifted practice and protected people, not just generated a report. The work was strong enough to be accepted at national conferences.
I'm proudest of this because it closed the loop properly: I turned a risk everyone had stopped seeing into a measurable, lasting change to how my colleagues are kept safe. It taught me that the most meaningful improvements are often the unglamorous ones nobody else is willing to chase.
This one carries a "made the invisible visible and protected my colleagues" arc.
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