Objective 1: Tackling discrimination
Create an environment that celebrates diversity, embraces differences, and fosters a sense of belonging. Implement inclusive policies, proactively address barriers and discrimination, and advocate for equality and diversity within the college and the broader community.
| Key performance indicator | First review - progress update |
1.2.1 Share a minimum of two internal communication campaigns yearly to raise awareness and disseminate support information regarding harassment and discrimination. 1.2.2 Create a process for employees to report incidents of discrimination and for these to be dealt with promptly. | In 2024, we rolled out an internal communications campaign aimed at raising awareness about workplace discrimination and associated procedures. In March 2025, we published our risk assessment to all colleagues which outlined the steps we are taking to prevent sexual harassment in the workplace. During March and April 2025, all EDs, ADs and Heads of Department received training on their role in preventing sexual harassment. In early summer, e-learning will be available to all other colleagues. A reporting form will also be made available at this point to all colleagues who wish to report anonymously. We completed an audit against the NHS Sexual Safety Charter to which we are co-signatories. We’ll be using the MS form platform to report in confidence and anonymously if people wish to. The platform will send a notification to the owner every time a new report is made/entered. |
| 1.3.1 Implement an Equality Impact Assessment (EIA) policy and central log by end 2024. Periodic reporting provides assurance of compliance with the policy. Completion numbers shared with EMT to ensure effective and inclusive practice. Publish and promote this and ensure employees are trained. | EIA guidance and template have been drafted with launch planned for August 2025, as part of the roll out we plan to provide a toolkit, support sessions, and future training as part of an updated EDI learning program. |
| 1.5.2 Ground floor displays to reflect the diversity of the College and its membership by end 2024. | The new topic for 30ES lobby exhibition is health inequalities and was launched in May 2025. Introduction of colleague Diversity Champions will support visual representation for diversity and support with signposting. |
Objective 2: Leadership and continuous learning
Encourage diverse representation at leadership levels and promote a culture of ongoing learning, development, and growth. Support employees and members in realising their potential.
Provide targeted support for areas requiring focus.
| Key performance indicator | First review - progress update |
2.1.1 Annual data report giving EDI analysis of individuals applying for and securing national leadership roles in Council, Trustee Board, and their committees, which identifies underrepresented groups. 2.1.2 Complete modernising of roles and appointment terms, including remuneration policy, in time for November 2025 elections (by Dec 24) 2.1.3 Removal of unnecessary eligibility requirements for roles by the Nominations Committee and a clear statement about the skills and experience required with practical examples. 2.1.5 Consider options for member programmes which can develop leadership capability 2.1.6 Increased transparency about roles and opportunities to apply for these. 2.1.7 Comms and marketing strategy, including availability of information on the website. about roles, application process and opportunities to gain skills and experience. | EDI Analysis is now combined with the Annual Member Data Report to Council / Trustee Board from June 2025, and stats taken from the report will be shared on the website post-June. Roles and appointment terms have been modernised and simplified and a new remuneration policy was approved by Trustee Board. We are on track for the 2025 elections. The Nominations Committee and TB approved the removal of person specifications – it is now easier and quicker to apply for elected roles and should widen the pool. Shaping the future Leadership Programme is being moved from the Faculties to the MVP team from April 2025. Officer roles are now employed roles to provide legal protections such as maternity and paternity leave and pensions to those without them. Clearer application packs and informal opportunities are being offered to discuss roles before application deadlines close. There is more transparency on roles, remuneration and processes on the RCGP website and in the election packs. |
2.2.1 EDI training and events programme agreed and in place Spring 2025. Reported on annually. 2.2.2 Training and awareness programme delivered to Executive Directors, Assistant Directors and Heads of Department by end 2025. | EDI consultancy commissioned to deliver training to EDs, ADs and HODs in the duty to prevent sexual harassment in March 2025. Shortly after, new e-learning packages will be rolled out to all managers and staff in the new duty. Further training packages around EDI are being investigated by the Head of Learning and Culture who started in January 2025, with a view to rolling out a new programme later in the year. Head of Learning and Culture delivered a session on inclusion at the Colleague Conference in May 2025. |
Objective 3: Transparency and information sharing
Foster transparency in all processes, including awareness, training, and data analysis. Enable open communication and act upon feedback. Encourage voluntary and comfortable declaration of protected characteristics. Use data analysis to identify representation trends and guide EDI efforts.
| Key performance indicator | First review - progress update |
3.2.1 EDI initiatives are communicated as they happen internally and externally, digitally and at in-person EDI events. 3.2.3 The EDI Steering Group meets every two months to communicate progress, highlight trends and themes, and plan changes. 3.2.4 Introduction of an EDI Advisory Group that meets twice a year to raise awareness of EDI issues and creates a supportive and inclusive environment where everyone's voice is heard. The Group advises the EDI Steering Group on EDI initiatives and strategic actions. 3.2.5 There are EDI Employee Lounges in place, held quarterly at a minimum - occurrence will be led by demand/engagement. | A central EDI calendar has been created to provide a point of reference for membership and colleagues and highlights various EDI-related events and awareness. A college-wide event planning calendar is being created and will help to prevent scheduling conflicts while considering religious events. Colleague discussion panels held to share stories as a community member or an ally, Q and As took place active awareness and learning. The EDI Steering Group has been revised, and a new TOR has been developed – Meetings are held quarterly. Chaired by the Chief Executive Officer and the EDI Manager. The EDI Advisory Group was introduced In September 2024 – Meetings held quarterly from March 2025. Group comprises of members and colleagues providing a central EDI focus. Chaired by the Chief Executive Officer and the Chair of Council. 'EDI Communities' will replace 'EDI lounges' and will be supported by Diversity Champions. The first Diversity Champions meeting was held February 2025 and will be held monthly. Our EDI Communities will be built by colleagues, for colleagues. A collective community encouraging people to bring their authentic selves to work. |
3.3.1 Gender pay gap concluded by September each year. Specific actions included in the report to address (reduce) any gap. Consideration given as to whether reporting on pay gaps for other protected groups (e.g. ethnicity and disability) is achievable and if so, define the timetable for delivery. 3.3.2 EDI overview update report produced quarterly and shared with EMT, providing a comprehensive overview of the Equality, Diversity, and Inclusion (EDI) climate across the college. 3.3.3 Include a question about discrimination in every employee engagement survey and collect demographic data so that results can be analysed by protected groups (e.g., ethnicity, disability, age, sex). 3.3.4 Maintain a minimum of 80% reporting against all protected characteristic criteria recorded in Cascade’. | The gender Pay Gap report for April 2024 was completed and viewed by EMT and the Planning and Resources Committee. Headlines were also shared at the Colleague Briefing in Feb 2025 ahead of publication on the website, intranet and on the Government’s Gender Pay Gap site. Recent developments in employee data collection, will help to create the template for a representative report-end 2025. The employee survey ran in April/May 2025 and included questions around harassment/discrimination. It presented an opportunity to gather demographic data to build a picture of experience across the workforce. Analysis of the results is underway. Target maintained and reported to Planning and Resources Committee through the quarterly People and Culture report. |
3.4.1 The number of partnerships is recorded, reported on and shared across the college. | We are members of- The NHS England Cross System Domestic Abuse and Sexual Violence Working Group. The Charity HR Network EDI specialist interest group which shares best practice. The Head of Internal Comms Co-Chairs the Internal Comms Professional Network made up of internal comms leads from membership or professional body organisations. |
Objective 4: Awareness and understanding
Foster a sense of community and provide a platform for individuals with diverse backgrounds to feel valued and supported. Offer EDI resources and training to promote understanding of different cultures and perspectives. Take a proactive approach to promoting equity, diversity, and inclusivity. Use our influence to address areas needing development, such as sexual harassment in the workplace and fairness for ethnic minority GPs and their practices.
| Key performance indicator | First review - progress update |
4.1.1 An internal communication calendar is produced annually and incorporates National EDI awareness and events; communications are shared monthly through platforms such as GP Tips and online discussion workshops. The number of communications and events is recorded and reported on quarterly. | An inclusive 2025 calendar has been produced. Awareness initiatives have included - Colleague Panel sessions for LGBTQ+ History Month, Black History Month, Men's Health Awareness Month, and Neurodiversity Celebration Week, fostering discussions among colleagues and increased understanding. Online portals have been established to share resources and facilitate conversation, including for International Women’s Day. The introduction of colleague Diversity Champions will support the delivery of EDI-related awareness and events. |
4.2.1 Redesign the employee recognition scheme to include awards for initiatives or behaviour which go above and beyond to promote equality, diversity and inclusion, fostering a culture of support, understanding and awareness. | Completed and launched with a message from the CEO. |