RCPCH and equality, diversity and inclusion - phase 1: members' voluntary roles

We need to look at whether we as a College truly reflect the breadth and diversity of our membership. In 2019, we commissioned a report, with external input, on member representation in our voluntary roles. In our new action plan, published in July 2020, we outline how we are implementing these recommendations. This is our first step to improve equality, diversity and inclusion across all areas of our work.

Where are we starting?

The report we commissioned in 2019 on increasing member representation in our voluntary roles has helped set the context for our work.  A panel, co-chaired by Dr Bhanu Williams and Ben Summerskill, completed Putting Ladders Down in January 2020, and its recommendations have subsequently been approved by both Council and Board of Trustees.

A review of our UK and Ireland member data highlighted that our data collection is not able to fully assess representation within membership; we have ethnicity data for 62.2% and a disability disclosure rate of 0.8%. Within members who volunteer, we have ethnicity data for 85.6% and gender data for 99.4%.

Comparing our volunteer roles to our wider membership highlights that although our membership is 64.2% female, 51.3% of our volunteers are female. Ethnicity data amongst volunteers is generally similar to the wider membership, but there is some trend towards under representation, particularly in Black/Black British where the gap is higher than other ethnicities (5.0% vs 2.8%).

Our action plan

During the peak of our response to the COVID-19 pandemic, taking forward these recommendations was one of several areas of work that we momentarily paused, but we are now taking this forward at speed. 

In our two-year action plan, we make these pledges:

  1. We will embed the importance of a volunteer network that truly represents our membership across the College.
  2. We will review and clarify the needs and expectations of our volunteer roles.
  3. We will identify and appoint the best candidates for our roles; ensuring developmental opportunities are accessible.
  4. We will evolve our ways of working.

We will be reporting back to our members in one year on what we have achieved and what still needs to be done. This is the beginning of our attempt to address the problems that are deep-rooted and will need concerted action.

You can download our action plan below.

What's next?

The focus on members' voluntary roles is our first phase of our equality, inclusion and diversity work. In August 2020, we started phase 2, addressing wider issues across the protected characteristics. We've set up a new member reference group to provide an avenue for members to input into our EDI work by commenting on current plans, progress and helping to identify future priorities.

Find out more about our work in this area, including our approach and phase 2 on our EDI web pages.