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Action plan 2024–2025
Action plan last updated 8 April 2026
Objective 1: Developing and supporting an inclusive profession that is equipped to provide patient-centred care to every patient
Embedding the new Safe Practitioner Framework
| How will we achieve this? | Due | Completed |
| Briefing sessions to training providers on implementation of the new Safe Practitioner Framework | Q1 2024 | |
| Agreement of Transition Action Plan for Safe Practitioner Framework with all providers | Q3 2024 | |
| Periodic implementation reviews with providers to discuss progress with implementation schedules for Safe Practitioner Framework | Implemented | |
| Implementation of Safe Practitioner Framework (for providers without agreed extension) | Q3 2025 | |
| Ongoing monitoring against new Safe Practitioner Framework | Implemented |
Setting clear standards and guidance on discrimination
| How will we achieve this? | Due | Completed |
| Develop Principles of Professionalism and underpinning guidance framework which encourages patient-centred professional decision-making (1G) | Revised 2027 | |
| Consult on Principles of Professionalism and guidance framework (1H) | Upcoming Q2 2026 | |
| Develop and publish supporting material in the framework to support and promote the importance of equality, diversity and inclusion in professional practice (1I) | Upcoming Q4 2026 | |
| Reviewing our recommended CPD topics and whether to include equality, diversity and inclusion. Any potential updates to the topics, if deemed necessary, would be implemented in 2025 (legislative change needed) (1F) | Revised TBC |
Reviewing the Standards for Education
| How will we achieve this? | Due | Completed |
| Draft Standards for Education to be developed to include new requirement for education providers to demonstrate admissions process is fair, inclusive and transparent | Q1 2024 | |
| Public consultation on the draft Standards for Education which include new requirement for admissions process (see above) | Q2 2025 | |
| Revised Standards for Education with new requirement to demonstrate a fair, inclusive and transparent admissions process approved and published | Implemented |
Objective 2: Identifying and removing any barriers to patients, the public, dental professionals and partners encounter when engaging with us
Adopting the right format for hearings
| How will we achieve this? | Due | Completed |
| Consult on changes to the preliminary meeting guidance for panellists when giving directions on the format of hearings | Q1 2024 | |
| Publish updated guidance for Dental Professional Hearings Service panels when deciding the format of hearings | Q1 2024 |
Improving the registration process
| How will we achieve this? | Due | Completed |
| Review registration policies to improve applicant experience, including user experience design improvement as a key part of the paperless office in registration programme (2C) | Q1 2026 | |
| Engage with government on proposals for provisional registration and other workforce policies, and develop a provisional registration route if it comes into effect (dependent on government decision) (2D) | Revised Q1 2026 | |
| Develop a policy for applicants with refugee status | Q1 2025 | |
| Explore additional capacity of the Overseas Registration Exam and reach the target cost neutrality on costs and fees (2F) | Implemented | |
| Determine feasibility/desirability of changes to the Overseas Registration Exam, based on statistical modelling and evidence/intelligence | Upcoming TBC | |
| Conduct a procurement exercise to determine Overseas Registration Exam providers from 2026 onwards (2H) | Implemented | |
| Develop a comprehensive framework of routes to registration for dental professionals who qualified overseas, while maintaining the standards that protect the public (2I) | Upcoming TBC |
Making dental complaints more accessible
| How will we achieve this? | Due | Complete |
| Work with partners to review and improve signposting information on the GDC's website for those who may have a complaint or concern | Q3 2024 | |
| Maintaining equality, diversity and inclusion as central to our approach, including drawing on existing research projects | Ongoing |
Understanding who's raising concerns
| How will we achieve this? | Due | Complete |
| Capture equality data from those who raise concerns with the GDC and for witnesses in Fitness to Practise cases (2L) (4B) (awaiting IT development) | Partially TBC |
Objective 3: Making sure our processes and decisions are fair and consistent and embody the principles of equality, diversity and inclusion
Improving Equality Impact Assessments
| How will we achieve this? | Due | Complete |
| Implement measures to ensure that our regulatory policy making does not unfairly disadvantage any groups (3A) | Upcoming Q2 2026 | |
| Produce clear guidance on when and how to complete an Equality Impact Assessment, and provide training for staff (3B) | Partially Q1 2026 |
Supporting fitness to practise decision-making
| How will we achieve this? | Due | Complete |
| Revise guidance for the Interim Orders Committee to support consistent and fair decision-making, including new sections supporting risk assessment of discriminatory behaviour | Q1 2024 | |
| Revise guidance for practice committees to support consistent and fair decision-making, including new sections on considerations with reference to allegations of discriminatory behaviour | Implemented | |
| Revise guidance for case examiners to support consistent and fair decision-making, including new sections on considerations with reference to allegations of discriminatory behaviour (3C.c) | Upcoming Q3 2026 | |
| Revise initial assessment and casework guidance to support consistent and fair decision-making, including new sections on concerns relating to discriminatory behaviour (3C.d) | Upcoming Q4 2026 |
Identifying over-representation in fitness to practise data
| How will we achieve this? | Due | Completed |
| Publication of the Fitness to Practise Statistical Report 2024 | Q2 2025 |
Responding to legislative developments
| How will we achieve this? | Due | Completed |
| Revise processes to implement Welsh language service requirements (subject to decision from Welsh Language Commissioner) (3E) | Partially TBC | |
| New strategy and process for procurement (over £15,000 value) reflecting equality, diversity and inclusion considerations | Q1 2025 | |
| Implement an supplier charter which encompasses equality, diversity and inclusion values as part of supplier terms and conditions (awaiting EDI policy, due to be completed February 2026) (3G) | Revised TBC |
Objective 4: Making sure our equality, diversity and inclusion action is guided and informed by insight gained through data, research and feedback
Using evidence, evaluation and monitoring
| How will we achieve this? | Due | Completed |
| Procure an independent data maturity assessment to improve data management throughout the GDC (4A) | Implemented | |
| Collaborate with a diverse range of stakeholders, including representatives of minority groups, by actively listening and acting upon feedback received (4C) | Implemented | |
| Use monitoring mechanisms to identify potential situations of unfairness and bias in fitness to practise referrals (4D) | Implemented |
Gaining a better understanding of the workforce
| How will we achieve this? | Due | Completed |
| Creation of an equality, diversity and inclusion Data Group to guide and inform the GDC's approach on such data, with options presented to the Executive Leadership Team (4E) | Q1 2025 | |
| Continue the Data Strategy Group which is overseeing the data maturity assessment (4F) | Implemented |
Working with our partners
| How will we achieve this? | Due | Completed |
| Engagement events with the Dental Leadership Network | Ongoing | |
| Be a supporter of the Diversity in Dentistry Action Group to promote the principles of equality, diversity and inclusion within the dental team | Ongoing | |
| Continue working with other organisations to explore and access best practice, training, networking, guidance and research, including the Employers Network for Equality and Inclusion), Disability Confident, Diversity Matters, the Inter-Regulatory Equality, Diversity and Inclusion Forum, and the Racial Equality Inclusion Network | Ongoing |
Objective 5: Embedding an inclusive workplace culture at all levels at the GDC, where all staff feel welcomed, integrated, valued and included
Developing our workforce
| How will we achieve this? | Due | Completed |
| Utilising our people partners to support managers to understand policies, so that our colleagues have a positive and rewarding experience throughout the employee journey | Q4 2024 |
Effective engagement with colleagues
| How will we achieve this? | Due | Completed |
| Support employee networks to thrive and contribute to the culture of the GDC | Q3 2024 | |
| Develop an effective internal communications and engagement strategy | Q2 2025 | |
| Use the results of the 2023 engagement survey to develop responsive action plans across the GDC, ensuring that the results of the survey are shared with our employee networks | Q2 2024 | |
| Review and improve the employee intranet (5E) | Upcoming Q4 2026 |
Enhancing attraction and recruitment
| How will we achieve this? | Due | Completed |
| Develop an Attraction Strategy and plan which will provide a more expansive platform to reach a wider range of candidates (5F) | Implemented | |
| Review and evaluate the end-to-end recruitment journey for candidates to ensure that the application process is accessible, fair and inclusive (5G) | Partially Q1 2026 |
Enhancing organisational culture
| How will we achieve this? | Due | Completed |
| Undertaking a change programme to enhance our organisational culture (awaiting survey data analysis) (5H) | Partially TBC |
Enhancing people data
| How will we achieve this? | Due | Completed |
| Enhance our monitoring of data relating to colleagues’ protected characteristics so we can report effectively on this across the organisation (5I) | Revised Q2 2026 |
Improving learning and development
| How will we achieve this? | Due | Completed |
| Launch a continuous equality, diversity and inclusion learning programme for all colleagues using the learning management system, which will be refreshed annually | Q2 2025 |
Improving onboarding
| How will we achieve this? | Due | Completed |
| Providing an effective welcome is essential for new employees to be introduced to the culture of the GDC; one which incorporates equality, diversity and inclusion learning into onboarding and induction | Q3 2024 |
Monitoring flexible and hybrid working
| How will we achieve this? | Due | Completed |
| Continue to monitor and develop the GDC's approach to hybrid working, ensuring that it provides equal and appropriate access to opportunities for existing and future staff | Q3 2024 |
Reviewing pay and reward
| How will we achieve this? | Due | Complete |
| Deliver the ‘Total Reward’ program of work which will seek to ensure that the GDC’s pay and grading structures are fit for purpose (5M) | Upcoming Q2 2026 | |
| Developing improved approaches to talent management and succession planning (5N) | Upcoming TBC |
Enhancing management and leadership
| How will we achieve this? | Due | Complete |
| Offer people managers support, equipping them to consider the needs of teams and individuals in relation to a range of factors, including wellbeing, engagement, performance and equality, diversity and inclusion | Implemented |
Equality, diversity and inclusion strategy 2024–2025
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Foreword from the Chair and Chief Executive Open Drop
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Why equality, diversity and inclusion matters at the GDC Open Drop
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Our legal obligations Open Drop
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Our approach Open Drop
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Our objectives Open Drop
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Objective 1 Open Drop
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Objective 2 Open Drop
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Objective 3 Open Drop
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Objective 4 Open Drop
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Objective 5 Open Drop
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Action plan 2024–2025 Open Drop