Promoting equality, diversity and inclusion by modernising services, improving understanding and developing policy

As we embark on delivery of our strategic plans for the next three years, we reflect on some of the improvements delivered as part of our Equality, Diversity and Inclusion Strategy 2024-2025. The two-year bridging strategy focused on fairness in our decision-making and ensuring our services were inclusive and accessible to all.

Our work to address inequalities, promote diversity for the benefit of patients, and to tackle discrimination continues. Recognising that equality, diversity and inclusion is central to everything we do as an employer and a regulator, our current ambitions are now embedded into our Strategy 2026-2028. The work builds on the foundations put in place through our recent work to improve our processes.

Improving the registration process

When we set out our registration services relied heavily on paper-based submissions from those wanting to join the register. The process was time consuming for everyone, confusing for some and imposed barriers for others. We needed to modernise.

We have since invested in updating our registration and renewal services and launched MyGDC to all users in March. The new platform provides for fully accessible online registration and renewal services and removes some of the barriers faced by applicants, such as verifying identity using online facial recognition technology.

We have also tackled a significant barrier faced by refugee or displaced dentists seeking registration and work in the UK. Dentists granted international protection in the UK are now eligible for priority booking for the Overseas Registration Examination (ORE). This change in policy was introduced in January 2025, and has already helped around 30 refugee dentists to pass the ORE and join the register.    

Understanding who is raising concerns

Data about the protected characteristics of those subject to a fitness to practise concern have been published as part of our annual reporting since 2021. The data is helping us to understand any potential discrimination or bias in our processes.

While that provides us with information about dental professionals subject to an investigation, it only tells us half of the story. Understanding the full picture has meant learning more about those who raise public protection concerns.

We began collecting data about the characteristics of those who raise concerns and potential witnesses in June 2024. Before then, we only recorded whether the concerns were raised by a patient, employer, dental professionals or another source (such as the police), but knew not much else about this group. 

We have now collected data from around a third of people who raised concerns with us over the last two years. We are now implementing changes to our procedures and systems to ensure data is recorded consistently and routinely.

Establishing these systems will enable:

• detailed analysis, including exploration of reasons for over or underrepresentation of dental professionals with certain characteristics
• identification of any potential improvements in accessibility and experience when raising issues with us, and
• reporting on the protected characteristics of informants and witnesses.

As we improve data capture, we will continue to monitor any changes and work with colleagues and stakeholders to better understand how our data can better inform our processes and any potential unfairness or bias in case referrals.

Fair, equitable and consistent decision-making

Considerable effort has also gone into making sure the decisions we take are fair, consistent and embody the principles of equality, diversity and inclusion. Much of the work has been rooted in policy updates to our detailed guidance for fitness to practise decision-making and hearing case management.

To support increased participation for people who may face challenges with attending in-person hearings, such as those with caring responsibilities or a disability, we updated our policy on the format of hearings. The majority of hearings are now held remotely, with dental professionals retaining the right to request a hearing to be held in person. The change took effect in April 2025 following consultation with stakeholders. Feedback also suggested other potential benefits, including reducing stress levels and improved participant wellbeing.

Guidance relating to allegations of sexual misconduct has also been strengthened, after concerns were raised by the Decision Scrutiny Group in 2023. Guidance for practice committees and the Interim Orders Committee now provides detailed considerations for panellists, and gives additional weight to the seriousness of cases involving allegations of sexual assault, harassment and violence.

These policy developments have been implemented alongside training for fitness to practise panellists, who are also now receiving unconscious bias training as part of their induction programme. We continue to monitor data to identify any overrepresentation or potential unfairness and bias in decision-making.

New strategy with new ambitions

We have a significant role to play in promoting equality, diversity and inclusion, as central to meeting our overarching objective of public protection. Our equality, diversity and inclusion goals are now part of our strategy 2026-2028, ensuring they are incorporated within each priority area of our five strategic objectives.

We continue to engage regularly with dental professionals and other stakeholders to develop our understanding about the diversity of the dental workforce and what that means for the provision of dental care. Our priority is to improve our understanding of the issues and to collaborate to address them where we can.

Review our strategy 2026-2028