Making Equality, Diversity and Inclusion everybody's business - EDI strategic plan 2023/24

Over the last three years our work in equality, diversity and inclusion (EDI) has seen us achieve several objectives from the 'putting ladders down' and 'working for change' programmes of work. As we enter a new phase of our EDI strategy, our plan for 2023/24 outlines four new themes and a set of actions which focus on 'making EDI everybody's business'.
Equality, Diversity and Inclusion - Strategic plan 2023/23: September 2023
Last modified
3 January 2024

Making EDI everybody's business

The strategic plan outlines our four new workstreams and provides an overview of the working groups who will be assisting us in achieving the actions set.

Download plan below

About our new workstreams

Data

The collection and analysis of data are pivotal to understanding the diversity of both our membership and staff and also in understanding how different characteristics can affect their experiences.

This workstream focuses on our diversity monitoring form, ensuring the questions asked are in line with best practice, are relevant and are up to date. We want to ensure our members and staff understand why we are asking for this information and how we are using it to guide our initiatives and practices moving forward, we will therefore also be creating a communications plan to keep everyone updated in this area.

Guidance for College staff

We want our staff to feel empowered to discuss, consider and implement EDI throughout their work. The Working for change programme allowed us to introduce new resources for staff that helped to build a more inclusive work environment. This workstream focuses on centralising these resources, ensuring staff understand that EDI is one of the top priorities for the College and introducing equality impact assessments to assist staff with decision-making.

Advocacy on EDI for paediatricians and child health

Building on the health inequalities work, this workstream will look to develop a wider position statement and toolkit looking at how different aspects of EDI can impact health inequalities. This will be supported by best practice case studies, as well as first-hand accounts from children and young people and paediatricians.

The College will also be producing a set of statements defining our commitment to EDI and how certain characteristics can impact the experiences of paediatricians.

Support for paediatricians

Our last workstream is our most ambitious and follows on from 'the working lives of paediatricians' from the Working for change programme. We understand that in order to fulfil our vision of leading the way in children's health we have to better support those who are delivering the critical care.

This workstream therefore focuses on the areas where members have either asked us for help or we have identified an area for improvement. This encompasses differential attainment, reasonable adjustments, neurodiversity, as well as our ongoing reciprocal mentoring programme.

How you can get involved

There are opportunities to be a part of one of the new task and finish groups. If you are a member who has experience or are passionate about addressing EDI issues we want to hear from you. These task and finish groups will be focusing on:

  • Building support for neurodiverse trainees
  • Creating a sustainable reasonable adjustment process
  • Reviewing, updating and promoting the RCPCH diversity monitoring form
  • Developing a position statement and toolkit on EDI in relation to its intersection with health inequalities
  • Assisting the development of College statements of commitment on different EDI characteristics

If you would like to join one of these groups, please email edi@rcpch.ac.uk.