Equality, Diversity and Inclusion

Professor Helen Stokes-Lampard, Chair of CouncilFairness and equality for all are core values that I hold dear and that all of us at the Royal College of General Practitioners, take very seriously.

We have a diverse and dynamic workforce and membership – and we constantly strive to make the RCGP an organization that promotes equal and fair opportunities for all.

As a demonstration of our commitment to encouraging an inclusive culture the RCGP has a well-established programme of work developing areas of equality and diversity and good relationships with stakeholder organizations which feed into this.

From our policies and procedures to the training and development opportunities we offer, we want to see everyone reach their full potential.

If you have examples of best practice you can share or would like to bring your expertise to our work, please get in touch.

Professor Helen Stokes-Lampard, Chair of Council, Royal College of General Practitioners.


Our vision

Our aim is to be an inclusive organisation where diversity is respected and encouraged.

We want to be an organisation that promotes dignity and respect to all employees, members, candidates, assessors, patients and examiners and where no form of discrimination, intimidation, bullying or harassment takes place.

As a charity organisation, we commit to meeting the requirements of the Equality Act 2010 and the Human Rights Act 1998.

Governance

The Council is the governing body who are responsible for clinical and professional policy.

The Chair of Council is the clinical Officer and the Chief Operating Officer is the Senior Responsible Owner (SRO) who co-chair the Equality, Diversity and Inclusion Steering Group for the College.

Our Equality, Diversity and Inclusion Steering Group is responsible for implementation of the strategy and providing leadership on issues across the College.

Our Equality, Diversity and Inclusion Oversight Group is responsible for overseeing the completion of actions and provide the Steering group with information, concerns and challenges from Staff and Stakeholders. This is chaired by the Chief Operating Officer with relevant staff.

Why equality, diversity and inclusion matter to us

We realise it is easy to promise commitments in writing, but it is much harder to make concrete improvements to our organisational culture.

We will continue with our long-term culture change programme which aims to: address barriers to inclusion; tackle unconscious biases and support our Leadership Team in setting metrics to measure the impact of our actions.

How we will achieve this

Membership – we will

  • Create an environment where every member feels able to contribute and be heard.
  • Work to address identified reasons for major differential performance of candidates.
  • Measure our membership profile to ensure it reflects the make-up of General Practice.

Wider organisation – we will

  • Build networks to provide a sense of community and raise awareness of inclusion across the College.
  • Value the views of our stakeholders and use their experiences to inform our work.
  • Undertake diversity and inclusion campaigns and encourage everyone to take part.
  • Collate and analyse the right data to help us understand diversity issues in the organisation and implement recommendations.
  • Regularly review all our practices and procedures so that fairness is maintained at all times

Our suppliers/partners – we will

  • Where we have concerns that the products or services supplied to us are directly linked to human rights violations, we will only proceed if we feel our work will not contribute to human rights abuse.
  • Ensure that potential suppliers adhere to the Equality, Diversity and Inclusion policy and the Equalities Act 2010.

Customers – we will

  • Ensure that our buildings and facilities as a public building are inclusive of the protected characteristics as far as possible.
  • Provide adequate training for staff to assist and support all customers with diverse needs.

Our People – we will

  • Not tolerate harassment or discrimination in our working environment.
  • Promote a culture that fosters workplace flexibility and work/life balance.
  • Recognise and celebrate our differences.
  • Provide fair salaries and benefits.
  • Provide a safe working environment.
  • Provide equal opportunity for everyone in the workforce, no matter their background or characteristics.
  • Encourage anyone who feels they have been subject to discrimination to raise their concerns, so we can apply corrective measures.

Our Organisational Values

Our values define who we are and ensuring our vision to be an inclusive organisation is at the forefront of all that we do, promote and deliver.

Our values support a culture that actively values inclusion and recognises the value of everyone.

Excellence – we share ideas, knowledge and best practice to ensure the same level of quality is sustained across the College.

Care – we treat others the way we would like to be treated.

Leadership – We understand and accept that everyone has their own opinion which can be shared openly and be respected by all.

Teamwork – we are always open and honest.

What we do with data

To carry out our duties, we only collect data that helps us ensure our activities and services are delivered in a fair way that balances the needs of diverse groups.

Contact

For further information please email info.EDI@rcgp.org.uk


  1. The nine protected characteristics under the Equality Act 2010 are: age, disability, transgender, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation

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