EDI Plan: Our full member action plan

1.1. Develop and communicate, internally and externally, an inclusive culture statement highlighting the importance of EDI and belonging.

KPIs and targets: 

• 1.1.1. EDI statement of purpose is included in the EDI Plan and reviewed every three years.

Owned by:

• EDI manager

Progress update 2024:

• EDI statement of purpose approved by Council as part of the EDI Plan 2023-2026.

1.2. Facilitate completion of Equality Impact Assessments for member facing events and relevant initiatives.

KPIs and targets: 

• 1.2.1. Equality Impact Assessments (EIA) are completed when planning member events and are logged centrally, end 2026.

Owned by:

• EDI manager

1.3. Conduct a comprehensive programme of continuous improvement in digital accessibility via the Digital Accessibility Working Group, ensuring all our websites and digital systems are as accessible as possible and maintaining open communication channels with members to support accessibility provisions and enhancements.

KPIs and targets: 

• 1.3.1. Develop and implement a digital accessibility policy by end 2024.

Owned by:

• Digital engagement team

Progress update 2024:

• Continuous programme of improvement maintained by the working group.
• Draft policy and accompanying business case have been written and is currently being discussed to ascertain the best placement and champion.

1.4. Ensure that our College spaces are welcoming to all, supporting our members and colleagues to feel at ‘home’ in our College, including development of the ground floor. RCGP to use more inclusive, neutral language in our publications and meetings.

KPIs and targets: 

• 1.4.1. Member lounge to be delivered by May 2024.
• 1.4.2. Ground floor displays to reflect the diversity of the College and its membership by end 2024.
• 1.4.3. Gender-neutral toilet facilities.

Owned by:

• EDI manager

Progress update 2024:

• 1.4.1 and 1.4.3 achieved.

1.5. As a College, highlight issues of discrimination against GPs.

KPIs and targets: 

• 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.

Owned by:

• Policy, research and campaigns teams

Progress update 2024:

• Continued engagement with key stakeholders and representation of 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.

2.1. Take action to increase the diversity of those applying for national leadership roles in Council, the Trustee Board and their committees by creating conditions to widen the diversity of candidates, building leadership capacity amongst underrepresented groups and increasing transparency on roles.

KPIs and targets: 

• 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 December 2024).
• 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.
• 2.1.4. Clear pipeline and succession planning strategy by Nominations Committee.
• 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.

Owned by:

• Member engagement and governance teams (2.1.1)
• Governance team (2.1.2, 2.1.3, 2.1.4)
• Membership value and programmes (2.1.5, 2.1.6, 2.1.7)

2.2. Provide regular professional development and workshops on EDI topics for members to increase knowledge, awareness and understanding. Consideration should be given on how to optimise delivery for neurodiversity and digital accessibility.

KPIs and targets: 

• 2.2.1. Continue to dedicate time and resource to covering issues and learning related to EDI topics across all CPD platforms (Faculties, CPD events, OLE and publishing) specifically related to but not exclusive to long COVID, disabilities, neurodiversity, unconscious bias, how to support ethnic minority communities, active bystander training, transgender health, gender reassignment.
• 2.2.2. Mandated annual training of all MRCGP examiners and panel members in equality and diversity issues and recognition of unconscious bias, including those specific to assessment, end 2025.

Owned by:

• CPD team

2.3. Ensure that inclusion issues (including health inequalities) are appropriately covered in the curriculum and exam, that the impact of DA continues to be monitored within examinations, training and registration, and that work is done to support trainees and systems to address these issues.

KPIs and targets: 

• 2.3.1. Revised GP curriculum, with appropriate health inequalities and other key issue updates, is approved by the GMC.
• 2.3.2. Data on MRCGP performance published annually.
• 2.3.3. Engagement with GMC, Fairer Training initiative, informed by a regular cross-College discussion on ways to support trainees with MRCGP.

Owned by:

• Examinations and training teams

Progress update 2024:

• Revised curriculum submitted to the GMC.
• Interim report on first year of SCA due for publication in the autumn.

2.4. Provide robust support to our EDI leads by equipping them with the necessary resources and opportunities for professional development. Empower them to serve as ambassadors and leaders, driving meaningful progress in our EDI efforts across the organisation.

KPIs and targets: 

• 2.4.1. Continue to host quarterly EDI Lead national virtual meetings ahead of Faculty Board meetings to enable updates on the national agenda and collaborate on local initiatives.
• 2.4.2. A welcome pack is in place for advocates.
• 2.4.3. The National leadership programme is offered to EDI leads, end 2026.

Owned by:

• Member engagement team

2.5. Play a leading role in mentoring and tackling any barriers and discrimination faced by international medical graduates (IMGs) and GPs from minority groups throughout their careers.

KPIs and targets: 

• 2.5.1. Run one annual local/regional event hosted by the Faculties – focused on GP training information and support for IMG colleagues.
• 2.5.2. Establish an IMG representative for every Faculty – with the support of the Faculty administrative team and regional engagement managers.

Owned by:

• Faculty teams

2.6. Develop specific programmes and resources to support international medical graduates, particularly as they enter and undertake the three-year GP training programme.

KPIs and targets: 

• 2.6.1. Continue to consult and advocate for topics key to IMGs, such as Tier 2 visa extensions.
• 2.6.2. IMG summit/conference to be held each year.
• 2.6.3. Establish a clinical lead for the IMG role.
• 2.6.4. Build a robust online resource hub for IMGs by year three.
• 2.6.5. There is an active induction programme for IMGs, and it is standard practice by year three.
• 2.6.6. A brief introduction pack is provided to stakeholders for guidance on how to best support new IMGs.

Owned by:

• Policy and campaigns teams (2.6.1)
• Membership value team (2.6.2, 2.6.3, 2.6.4, 2.6.5, 2.6.6)

3.1. Develop the existing EDI information hub on the main public website, to provide more case studies, information, resources, and updates.

KPIs and targets: 

• 3.1.1. Existing EDI webpages to be updated by end 2024.
• 3.1.2. Increase in users visiting webpages and following CTAs reviewed and reported quarterly.

Owned by:

• Digital engagement team

3.2. Regularly communicate progress and outcomes of EDI initiatives to ensure transparency and accountability and to identify learning points and areas for change or development. Increase opportunities for members and employees to share their diverse experiences and perspectives.

KPIs and targets: 

• 3.2.1. Maintain consistent targets for Fellows and increase benchmark statistics for membership, including Faculties, by 5%, monitoring and evaluating performance annually. Target: 50% of members to agree, "I am well informed about RCGP’s commitment to promoting equality, diversity, and inclusion" in the member survey.
• 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.

Owned by:

• Member value and Faculties (3.2.1)
• Member engagement (3.2.2)
• EDI manager (3.2.3, 3.2.4)

Progress update 2024:

• 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 new terms of reference have been developed. Meetings are held quarterly.
• New EDI Advisory Group introduced, terms of reference developed, and first meeting planned for September 2024.

3.3. Capture and analyse, publish and review data relating to EDI, including membership statistics and examination results and gender breakdown in our workforce and use this to inform decision-making. Extend and expand data collection for members and employees to improve the ability to report based on member demographics including protected characteristics.

KPIs and targets: 

• 3.3.1. Publication of demographic data on the College website including on the protected characteristics. This 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.
• 3.3.3. EDI overview update report produced quarterly and shared with the executive management team, providing a comprehensive overview of the EDI climate across the College.

Owned by:

• Member engagement team and EDI manager (3.3.1)
• Membership team (3.3.2)
• EDI manager (3.3.3)

3.4. Collaborate with external organisations and communities to promote EDI and exchange best practices.

KPIs and targets: 

• 3.4.1. The number of partnerships is recorded, reported on and shared across the College.
• 3.4.2. Achieve active partnership working with deaneries and GLADD to break down barriers and combat stigma towards the LGBTQ+ GP workforce and their patients.
• 3.4.3. Champion support programs for individuals with disabilities and long-term care needs beyond GP training scheme networks and previous support systems.

Owned by:

• EDI manager (3.4.1, 3.4.2)
• Member engagement team (3.4.3)

3.5. Provide a regular report to address the GMC’s Fairer Training Initiative.

Owned by:

• Training team

4.1. Celebrate and promote diversity through internal and external communication channels and supporting events that outwardly show our support for our communities (e.g. Pride).

KPIs and targets:

• 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. With the 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.

Owned by:

• Member engagement team, Faculty teams, and EDI manager

4.2. To review awards and celebration events to ensure they are relevant and appropriate for all our GP members, including those from minority groups.

KPIs and targets: 

• 4.2.1. Reviews conducted and updated annually as appropriate.

Owned by:

• Member engagement team and EDI manager

Progress update 2024:

• Inspire Awards 2024 included an EDI Champion award.

4.3. Bring together and share good practices on protected characteristic issues, including sexual harassment issues for GPs in the workplace.

KPIs and targets: 

• 4.3.1. Faculty EDI leads will meet quarterly to highlight themes and trends.

Owned by:

• Faculties and EDI manager

Progress update 2024:

• Faculty EDI Leads will be included in the make-up of the new EDI Advisory Groups to inform and highlight themes and trends.
• Co-signatories to the Sexual Safety in Healthcare Charter - created to tackle unwanted, inappropriate and/or harmful sexual behaviour in the workplace.
• Member of EDI Staff Leads Network set up by the Academy of Royal Colleges to share support and best practices.

4.4. Review existing assessments to reflect the demographics of UK patient populations to inform new cases for the future clinical skills assessment.

KPIs and targets: 

• 4.4.1. Report against palette percentages on annual basis for presentation in the MRCGP Annual Report, with intention of mirroring as much as is possible the current UK patient demographics based on census data.

Owned by:

• Examinations team and EDI manager

Diversity is a fact. Inclusion is a choice. You have the power to make that choice.

Get involved with EDI at the RCGP

Express your interest in taking on an advocacy role for your Faculty.

Form for Faculty advocacy roles

You can also join the EDI group on the RCGP members' forum.

EDI on the RCGP forum

Explore our special interest groups for more opportunities.

Our special interest groups