Close

Equality, diversity and inclusion

Our strategic EDI objectives aim to help the GDC to be a champion of diversity, equality and inclusion inside our organisation, with the sector we regulate and with the public.

What is EDI?

At the GDC, we recognise the definitions of Equality, Diversity and Inclusion (EDI) to mean the following:

  • Equality: Everybody is entitled to equal opportunity to fulfil their potential.
  • Diversity: Recognising that everybody is different and that we are stronger for it.
  • Inclusion: Removing barriers to ensure differences are valued and all have the opportunity to contribute.

Our strategic EDI objectives aim to help the GDC to be a champion of diversity, equality and inclusion inside our organisation, with the sector we regulate and with the public.

EDI Strategy 2021-2023

Our vision for Equality, Diversity and Inclusion (EDI) over the next three years (2021-2023) is that:

The General Dental Council will be a champion of diversity, equality and inclusion inside our organisation, with the sector we regulate, and with the public.

We will achieve this vision through the effective delivery of the following strategic objectives:

  • Ensuring that our regulatory activity is fair, transparent and accessible to all.
  • Ensuring the public are able to engage effectively with our services.
  • Embedding an inclusive workplace culture at all levels in the GDC where all staff feel valued, welcome, integrated and included.

Where did our EDI objectives come from?

Our objectives have drawn on a host of data, both qualitative and quantitative. We have used the data we hold on the professions on our register, in addition to our FTP process data and associated research. Any EDI-based interactions with our staff, the public and the professions have all provided us with a wealth of perspectives that have been vital in shaping this framework.

Additionally, our priorities have been influenced by legal duties and ethical responsibilities, including but not limited to the Public Sector Equality Duty, the Professional Standards Authority’s (PSA) EDI Standard and the broader Equality Act 2010 and Human Rights Act 1998.

Development of this strategy has also linked closely with organisational priorities, alongside external research and guidance.

Objective one

Our first objective is to ensure that our regulatory activity is fair, transparent, and accessible to all.

More about objective one

Objective two

Secondly, we must ensure the public are able to engage effectively with our services.

More about objective two

Objective three

Thirdly, we should embed an inclusive workplace culture at all levels in the GDC where all staff feel valued, welcome, integrated and included.

More about objective three

Our Partners

It is very important to us that the conversations around EDI are kept alive. To this end, alongside EDI considerations being drawn into our governance processes, we also work with the following partners for further exploration and access to best practice, training, networking, guidance and research.

  • the Employers Network for Equality & Inclusion (enei) - the UK’s leading employer network covering all aspects of equality and inclusion issues in the workplace.
  • Disability Confident – Disability Confident is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people.
  • Diversity Matters - a diversity and inclusion consultancy that works with organisations to embed diversity and inclusion within their practices.
  • Inter-Regulatory EDI Forum – A network of EDI professionals from across the Health Regulators.
  • REIN (Racial Equality Inclusion Network) – A cross-regulatory forum focusing on issues of race and ethnicity.