Close
View Contents

Action plan 2024–2025

17 December, 2024

Action plan last updated 8 July 2025

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?DueCompleted
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 FrameworkQ3 2025 
Implementation of Safe Practitioner Framework (for providers without agreed extension)Q3 2025 
Ongoing monitoring against new Safe Practitioner FrameworkQ4 2025 

Setting clear standards and guidance on discrimination

How will we achieve this?DueCompleted
Develop Principles of Professionalism and underpinning guidance framework which encourages patient-centred professional decision-makingQ3 2025 
Consult on Principles of Professionalism and guidance framework (revised due date from Q3 2025)Q1 2026 
Develop and publish supporting material in the framework to support and promote the importance of equality, diversity and inclusion in professional practice (revised due date from Q4 2025)Q2 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 2025Q4 2025 

Reviewing the Standards for Education

How will we achieve this?DueCompleted
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 (revised due date from Q2 2025)Q3 2025 

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?DueCompleted
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?DueCompleted
Review registration policies to improve applicant experience, including user experience design improvement as a key part of the paperless office in registration programme Q3 2025 
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)TBC 
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 feesQ4 2025 
Determine feasibility/desirability of changes to the Overseas Registration Exam, based on statistical modelling and evidence/intelligenceQ4 2025 
Conduct a procurement exercise to determine Overseas Registration Exam providers from 2026 onwardsQ3 2025 
Develop a comprehensive framework of routes to registration for dental professionals who qualified overseas, while maintaining the standards that protect the public (awaiting government decision)TBC 

Making dental complaints more accessible

How will we achieve this?DueComplete
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 projectsOngoing 

Understanding who's raising concerns

How will we achieve this?DueComplete
Capture equality data from those who raise concerns with the GDC and for witnesses in Fitness to Practise casesTBC 

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?DueComplete
Implement measures to ensure that our regulatory policy making does not unfairly disadvantage any groups Ongoing 
Produce clear guidance on when and how to complete an Equality Impact Assessment, and provide training for staff  (date added, previously TBC)Q3 2025 

Supporting fitness to practise decision-making

How will we achieve this?DueComplete
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 (revised due date from Q2 2025)Q4 2025 
Revise guidance for case examiners to support consistent and fair decision-making, including new sections on considerations with reference to allegations of discriminatory behaviour Q4 2025 
Revise initial assessment and casework guidance to support consistent and fair decision-making, including new sections on concerns relating to discriminatory behaviour (revised due date from Q2025)Q2 2026 

Identifying over-representation in fitness to practise data

How will we achieve this?DueCompleted
Publication of the Fitness to Practise Statistical Report 2024 Q2 2025

Responding to legislative developments

How will we achieve this?DueCompleted
Revise processes to implement Welsh language service requirements TBC 
New strategy and process for procurement (over £15,000 value) reflecting equality, diversity and inclusion considerationsQ1 2025 
Implement an supplier charter which encompasses equality, diversity and inclusion values as part of supplier terms and conditions Q3 2025 

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?DueCompleted
Procure an independent data maturity assessment to improve data management throughout the GDC  Q3 2025
Collaborate with a diverse range of stakeholders, including representatives of minority groups, by actively listening and acting upon feedback receivedTBC 
Use monitoring mechanisms to identify potential situations of unfairness and bias in fitness to practise referralsOngoing 

Gaining a better understanding of the workforce

How will we achieve this?DueCompleted
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 Q4 2025
Continue the Data Strategy Group which is overseeing the data maturity assessmentTBC 

Working with our partners

How will we achieve this?DueCompleted
Engagement events with the Dental Leadership NetworkOngoing 
Maintain membership of the Diversity in Dentistry Action Group to promote the principles of equality, diversity and inclusion within the dental teamOngoing 
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?DueCompleted
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?DueCompleted
Support employee networks to thrive and contribute to the culture of the GDC Q3 2024
Develop an effective internal communications and engagement strategyQ2 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 intranetQ1 2026 

Enhancing attraction and recruitment

How will we achieve this?DueCompleted
Develop an Attraction Strategy and plan which will provide a more expansive platform to reach a wider range of candidatesQ4 2025 
Review and evaluate the end-to-end recruitment journey for candidates to ensure that the application process is accessible, fair and inclusiveQ4 2025 

Enhancing organisational culture

How will we achieve this?DueCompleted
Undertaking a change programme to enhance our organisational cultureQ3 2025 

Enhancing people data

How will we achieve this?DueCompleted
Enhance our monitoring of data relating to colleagues’ protected characteristics so we can report effectively on this across the organisationQ4 2025 

Improving learning and development

How will we achieve this?DueCompleted
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?DueCompleted
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?DueCompleted
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?DueComplete
Deliver the ‘Total Reward’ program of work which will seek to ensure that the GDC’s pay and grading structures are fit for purposeQ3 2025 
Developing improved approaches to talent management and succession planningQ4 2025 

Enhancing management and leadership

How will we achieve this?DueComplete
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 inclusionQ4 2025