Background
Earlier this year, the Royal College of Surgeons published the results of a review of Diversity, Equity, and Inclusion. We have posted about this previously. The report was rather scathing and suggested that the College made changes. The College welcomed the report and has now developed an action plan.
I thought we should share this document because it is an excellent example of changes that the Dental Boards should consider.
The College developed its action plan around 16 main points. Unfortunately, I do not have the space to go into all these here. As a result, I have condensed some of the points. I would also like to draw attention to those that are the most important.
Commit to vision and put diversity at the heart of College strategy
This is crucial to the adoption of their plan. In effect, they want diversity to run through every strand of the College and its work. They have already changed their mission statement to;
“We will achieve our vision by enabling all our members of staff, in all their diversity, to deliver excellence in all that they do”.
Importantly, they see DEI as a discrete set of activities and as a theme that influences everything they do.
Reform of elections and Council.
They want the Council to become a group of surgical professionals. But, importantly, this should be representative and accountable to the College’s membership.
Data collection, monitoring and career tracking
If the plan is to succeed, they need to collect data on all aspects of the members. Without this data, it will be more challenging to create progress.
Training
All staff and council members must be confident in conducting anti-discrimination recruitment and interviewing. They will address this by carrying out a comprehensive programme of training with all staff and council members attending by January 2022.
Build on CollegeCollege strengths-emerging leaders
They will encourage individuals from diverse backgrounds, opinions and beliefs to apply for leadership roles. Importantly, those individuals should feel that they belong and have equal status to their colleagues. They want women to have parity of esteem, opportunity and success with the ecosystem of the CollegeCollege. They are going to introduce a new emerging leaders programme for 2022.
To achieve these changes, they are forming a core team to deliver the programme.
What did I think?
This is a very ambitious and inspiring document. Following the publication of the review, it would have been easy for the College to delay implementation. They could have done this by denying the problems, hiding behind an anti woke agenda and forming multiple working parties. Instead, they are taking bold actions quickly.
We now need to consider whether these steps have relevance to the Dental Boards who are hopefully taking steps to increase their diversity. As I have said before, it is up to the Boards to look at their own diversity and consider whether they need to change. If they decide to seek change, I cannot help thinking that RCS can and should act as a model for change in the Dental Boards. On the other hand, if we simply decide to form working groups, we will waste our time. Indeed, I wonder if we should closely follow the RCS plans and make the changes to improve diversity in the UK Dental Boards. Let’s make urgent progress.
