Equality, Diversity and Inclusion Action Plan 2017 Action Refresh Staff Forum with a focus on EDI. The Chief Executive and EMT will lead on the promotion of EDI. Success measure Workshop to focus on discussing staff consultation and future direction of the forum. Revised terms of reference for staff forum. Staff forum promoted to all staff within the organisation. The Chief Executive and EMT will commit to raising awareness of and embedding EDI issues in our culture. The Chief Executive will chair the Staff Forum meetings. Benefit Action required Action owner Completion date The forum will play a leading role in further developing cross - organisational communication to raise awareness of EDI strategic and business developments, opportunities, challenges or changes. We will identify, promote and share best practice within the organisation by feeding back information to EMT and all staff briefings. Draft terms of reference for the Staff Forum and communicate relaunch. The Chief Executive will chair and provide input, support and visibility by attending the Staff Forum Internal Communications Internal Communications July 2017 September 2017 September 2017/ongoing
Staff Forum will help to monitor progress against our equality objectives. Forum members will be proactive in assisting with mainstreaming EDI within their directorates and across the organisation. Staff Forum will monitor organisational performance against the action plan. We will ensure staff are informed and examples of best practice shared across the organisation. The forum will meet every three months. Forum members will give feedback on the activities they have undertaken in their directorates. Internal Communications Staff Forum Members Deliver health and wellbeing event for staff in October 2017. Undertake workforce EDI monitoring. Event delivered and health and wellbeing initiatives promoted to staff. EDI data will be used to improve our evidence base and to evaluate our progress towards a representative workforce. Staff aware of internal policies and procedures and external support available. We will use EDI data collected from staff to analyse trends and to help us understand how our policies and decisions may impact on different groups of staff. Liaise with staff forum members to plan event. Update monitoring fields on CipHR to comply with protected characteristics under the Equality Act. Data collected to be analysed and used to inform appropriate action. Internal Communications HR May ongoing July 2017
Incorporate other relevant protected characteristics onto the CRM system. Develop a reasonable adjustment policy. Develop stakeholder relationships with best practice EDI organisations. Data collection for registrants complies with the protected characteristics identified in the Equality Act. We will recognise differences and know when and how to change the way our work can be done. We will incorporate best practice into our governance processes. We will use EDI data collected from registrants to analyse trends and to help us understand how our policies and decisions may impact on different groups of registrants. We will improve our customer services for people with disabilities. We will engage regularly with best practice EDI organisations. We will understand and evaluate our current position and identify areas to improve our performance CRM fields updated to include the following: Age Disability Ethnicity Gender Gender Identity Marital status Religion/Belief Sexual orientation We will engage regularly with our staff across the organisation during the policy development process. We will research and consider becoming member of: Race for Opportunity Stonewall The Business Disability Forum PMO Head of FtP Case Progression October 2017 October 2017 October December 2017
Work with UK IED to consider feasibility of attaining EDI Charter Mark. Options considered for attaining UK IED Charter Mark. The GDC will be recognised internally and externally for commitment and progress on EDI. The Equality and Human Rights Commission The UK Institute for Equality and Diversity Develop response to Charter Mark KPI s. Align EDI progress and reporting to outcomes for Charter Mark. October 2017 Identify synergies between UK IED Charter Mark and ISO BS 76005:2017 Standard. Ensure that all relevant HR policies are reviewed and checked against the Equality Act. Ensure that our recruitment advertisements reach a diverse audience. Our HR policies will be compliant with the Equality Act and adhere to best practice. We will receive applications from diverse backgrounds. We will minimise discrimination by having the correct policies and procedures in place. We will attract applications from diverse backgrounds and We will review the content of the polices to ensure these are complaint with the Equality Act. We will monitor the EDI data of our applicants to ensure we attract HR s HR Advisers Recruitment Business Partners October December 2017. September 2017 ongoing
We will also encourage and promote diversity in recruitment panels, where possible. Provide comprehensive information on the make-up of staff to the Remuneration Committee, Council and EMT on an annual basis. Ensure our mandatory equality training is included in the staff induction process. Ensure our Council member recruitment process encourages applications from diverse candidates. Candidates will see us a desirable employer through their recruitment experience. We will meet the requirements under the Equality Act and recommendations from the McGregor-Smith Review. All staff will have completed our mandatory equality training We will widen the pool of candidates. be able to choose the best candidates We will increase the transparency of information about our staff profile Publication of workforce profiles will also enable us to meet requirements under the Equality Act. Our staff will understand the importance of EDI within the workplace and customer services We will recruit the best candidates for the role. applications from diverse backgrounds We will produce an annual workforce profile report on all protected characteristics. We will evaluate our training to ensure it complies with the Equality Act and that staff development needs are met We will review how and where we advertise Council member vacancies, taking specialist advice on how we can best advertise Head of HR HR managers Learning and Development Council Member Project Board December 2017 - undertake data collection January March 2018 produce and present report September 2017
range of candidates. We will ensure that our recruitment process does not unfairly affect the recruitment of any groups. Deliver EDI Member development session. All Council members trained on EDI. Council members informed about EDI direction of travel. We will undertake EDI data analysis for those that applied, identify patterns and trends and make recommendations for future campaigns. Review 2016 Council member development content. Learning and Development December 2017 Research and commission suitable external EDI trainers to deliver member development session.
Ensure witnesses from diverse backgrounds are able to access the support we can offer. We can meet the needs of witnesses to ensure that they are able to participate in our FtP proceedings. We are better able to fulfil our public protection objectives We will review all information provided to witnesses to ensure it explains the different types of support we can give. Head of Adjudications Head of Compliance November 2017 Throughout our proceedings we will ask witnesses if they have any needs. We will ensure that we offer facilities that enable witnesses with particular needs to give evidence at hearings. We will ensure that staff are aware of the reasonable adjustments that can be made to allow full participation by witnesses at all
Undertake a dip sampling exercise into the consistency of decisions made at the investigation stage and whether there is any unconscious bias in the FtP criteria and approach. Represent GDC at external partnerships with UK IED, Inter- Reg, GLAAD, Joint Healthcare Regulators EDI Group Develop EDI Intranet page. Support the development of the Patient Engagement Strategy. We will ensure that there is no unconscious bias in the FtP criteria and approach We will share notable practice in EDI with other regulators and external stakeholders. EDI Intranet page developed and widely used by all staff. To protect, promote and maintain the health, safety and Generate intelligence that helps us to understand more about the characteristics of diverse groups of dentists and DCPs involved in our FtP procedures. Membership of external working groups will allow the GDC to incorporate good practice into our approach Staff will have access to key EDI resources and will help educate and build EDI knowledge across the organisation. Patients and the public voices are heard and feedback is acted on. stages of our proceedings. We will carry out random dip sampling of various FtP cases We will be active members of external partnerships. Liaise with IT and communications team to develop Intranet framework. Populate intranet page with key EDI documents. Work with the Head of Standards to ensure that patient and public involvement Policy, Standards December 2017 November 2017 Head of Standards July 2017
Collect E&D data for informants. well-being of the public. To promote and maintain public confidence in the dental profession. We will have a better understanding of the demographics of informants to complaints. We will identify if there is a correlation between the protected characteristics of the informant and the registrant. includes people from a wide range of backgrounds and circumstances. Produce E&D monitoring Work with the Standards team to promote the collection of informant data. October 2017 Analyse data to identify patterns and trends in relation to informants.