The Health and Care Professions Council’s (HCPC) Council has approved the organisation’s Equality, Diversity and Inclusion plan.

 The HCPC said the “bold new action plan” sets out the ways in which HCPC will deliver on our commitments to equality, diversity and inclusion (EDI) has been approved by the HCPC’s Council.

“The plan, the first of its kind for HCPC, is part of our ongoing commitment to equality, diversity and inclusion. It lays out the actions we will take over the next four years to achieve our vision to be actively anti-discriminatory organisation that upholds and promotes best practice in equality, diversity and inclusion and an active ally for change.”

John Barwick, Chief Executive of HCPC, said:

“HCPC is committed to being an actively inclusive and diverse regulator, leading the way in best practice in anti-discrimination and change for the better. This plan is vital in showing how we’ll get there, building on the work we’ve already achieved and pushing forward to embed EDI in every facet of the organisation.

It is all too easy to make a commitment to be more diverse – the key is in establishing a structure to actually make it happen. This plan, more than any other action so far, shows that the HCPC is taking equality, diversity and inclusion seriously.”

Adrian Barrowdale, HCPC’s Strategic Lead for EDI said, “Our commitments will not be met without EDI being fundamentally woven into the day-to-day business of the HCPC; and our focus must be on ensuring that every project, every programme and every decision we take is viewed through the lens of EDI.”

“By improving awareness of equality and diversity at HCPC we will gain a better picture of what our registrants need from us and support our values of being a fair, compassionate and inclusive regulator.”

“This is why we are encouraging every registrant to complete the diversity information monitoring form on their online account as soon as they get the chance. This will play a vital part in helping us to address issues of fairness and discrimination that impact on the lives of registrants and service users”.

 The plan’s strategic aims:

We will achieve this vision by taking forward these seven strategic aims:

  1. Proactively seek opportunities to exceed our legal obligations to eliminate discrimination, harassment and victimisation and ensure equity of opportunity for our registrants, their service users, our colleagues and partners.
  2. Significantly improve the quality of our data and insights to inform our understanding and knowledge of the diversity and experiences of our registrants, their service users, our colleagues and partners so that we can identify and address how they are impacted by our policies, processes and decisions.
  3. Ensure our decision-making, within all our regulatory processes, is free from bias and discrimination and that everyone who has contact with us feels valued and respected.
  4. Ensure that our registrants, their service users, our colleagues and partners feel equipped and confident to, and do, speak out when they see bias or discrimination, and to ask questions and challenge in a way that encourages constructive conversation and supports positive change.
  5. Influence inclusive cultures and diversity amongst our registrants and within the institutions that employ them, and those that educate and train our future registrants.

    Internally, as an organisation, we will:

  6. Continue to ensure, promote and harness the rich diversity of our colleagues and partners, ensuring a diverse workforce and representation at all levels.
  7. Develop and embed an inclusive culture, that encourages and values diversity and the uniqueness and experiences of our colleagues and partners, enabling them to be themselves and bring their whole self to work.
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