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 Equality Impact Assessments (EIA) are completed when planning member events and are logged centrally, end 2026. | 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. |
| 1.3.1 Develop and implement a digital accessibility policy by end 2024. | The working group maintains a continuous programme of improvement. A draft policy and accompanying business case have been written and are currently being discussed to ascertain the best placement and champion. |
| 1.4.2Ground 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. There is an ongoing plan to create small displays in the members' lounge to coincide with celebration events such as BHM. |
| 1.5.1 Through ongoing engagement with members and key stakeholders, identify any emerging issues and solutions around issues of GP discrimination and act as the voice of GPs where appropriate. | We continue to engage with key stakeholders and represent GPs in the media on key issues relating to GP discrimination as appropriate. We also continue to raise concerns about the current inspection regimes for general practice and to call for action to ensure regulators such as the CQC are implementing regulation fairly and proportionately. |
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 will now be combined with the Annual Member Data Report to Council / Trustee Board in 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 was moved from the Faculties to the MVP team in 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. |
2.4.1 Revised GP curriculum, with appropriate health inequalities and other key issue updates, is approved by the GMC. 2.4.2 Data on MRCGP performance published annually. | A revised curriculum was approved by the GMC in November and is now available on the RCGP website. An interim report on the first year of SCA is due for publication in autumn. |
2.6.1 Run one annual local/regional event hosted by the faculties –focused on GP training information and support for IMG colleagues. 2.6.2 Establish an IMG Representative for every faculty – with the support of the faculty administrative team and regional engagement managers. | 14 out of 22 Faculties in England have IMG leads. RCGPNI have recruited new EDI and IMG Leads in NI and held an IMG welcome evening in November 2024 and also ran two Active Bystander Training sessions. One for members and one for Practice Managers. 3 out of the 5 Scottish Faculties have appointed an IMG lead. The Chair of Scottish Council, Dr Chris Provan will meet with the leads in early April to discuss the issues they are facing and the support the College in Scotland can provide. We have EDI Leads at all Welsh Faculties and an IMG lead at SEW. |
2.7.2 IMG summit/conference to be held each year 2.7.3 Establish a clinical lead for the IMG role 2.7.4 Build a robust online resource/hub for IMGs by year 3. | The biannual ST1 IMG induction is now a staple in our events calendar. The event consistently scores over 9/10 in delegate feedback and has been sold out on each occasion. From 25/26, the event will now be delivered by the Membership Communities and Engagement team. The topics/themes covered by this event are being drawn up into a best practice template to be made available for faculty colleagues to use. IMG Clinical Lead has been advertised ahead of a proposed start from Autumn 2025. Due to a reduction in the budget, the first iteration of the role will focus on matters pertaining to training and registration (i.e. GP registrars and the transition into First5). Work is underway to develop an online induction hub for IMGs, with particular focus on providing information to aid settling into the UK. This work will take place in conjunction with the GPSA team and a review of the existing Overseas Doctors Guide. |
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 |
3.2.2 Host a growing and engaging annual EDI event focused on sharing information and gathering member feedback, distinct from CPD, awareness, or training events, to inform and involve members in EDI initiatives with involvement from all areas of the college. 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. | Member EDI Events have facilitated communication between members and the college, providing a platform for sharing ideas and input on EDI developments, helping to shape the EDI Plan and driving positive change. 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. |
3.3.1 Publication of demographic data on the College website on protected characteristics and backgrounds of members updated annually and will include data on RCGP Council representation. 3.3.2 To create and deliver a data collection plan/strategy that considers members, clinical contractors and examiners Displaying transparency with members about what their data is used for. | Demographic data will be published following the completion of the annual Member Data report to Council / Trustee Board in June. The conversation has started on how we can efficiently collate and analyse EDI data for members, clinical contractors and examiners, displaying transparency with our members about what their data is used for. |
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 Develop a membership annual EDI calendar that includes significant awareness months and cultural events and mark those by implementing initiatives and activities for members to read, watch, listen, learn, and attend, supporting diverse engagement. Record and report the number of communications and events quarterly. Aim to achieve 55%-member agreement with the statement, "I feel the RCGP is an inclusive environment, where there is respect for diversity and individual differences." Currently, member agreement stands at 50% in the member survey. | A planning meeting took place in March and a college-wide event planning calendar is being created and will help to prevent scheduling conflicts while considering religious events. 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. 58% of members agreed with the inclusive environment statement in the 2024/5 Member Survey. |
4.2.1 Awards and celebration event reviews conducted and updated annually as appropriate. | There is an awards review currently taking place and we have benchmarked where we are for 2024. |
4.3.1 Faculty EDI leads will meet quarterly to highlight themes and trends. | EDI Faculty Lead meetings were reintroduced in Dec 2024. |