EDI strategy
In 2021 we put in place an equality, diversity and inclusion strategy for 2021-2025 with four intended outcomes:
1. RCOG is an inclusive place to work where our employees feel that their unique differences are valued within our culture and they have a sense of belonging
We aim to develop a culture that is welcoming, understanding of differences, with practices in place that support inclusion. We are focused on upskilling our colleagues and putting actions in place that support the education of our colleagues and leaders.
2. RCOG employees represent the communities that we work in and the College is considered a leader in its approach to EDI
We monitor progress and tailor our actions where required. We benchmark our progress externally, through assessments, accreditations and relevant awards.
3. RCOG leaders are accountable for progress on our EDI strategy
The progress we make with our EDI action plan is monitored by the EDI Committee, Executive Committee and wider senior leadership team. We are accountable for making progress and will report regularly, both internally and externally.
4. RCOG reduces inequalities and barriers to inclusion through its policies process and practices
We are on a journey to improve our people management practices, policies and processes, both formal and informal.
This review should extend across the employee lifecycle from recruitment to exit.
Inclusivity statement from the Royal College of Obstetricians and Gynaecologists and the Royal College of Midwives
To our members and staff
We recognise the importance of being diverse and inclusive Royal Colleges so that our staff and members can be their true selves at work, and are committed to taking deliberate action to ensuring everyone can thrive, feel included, valued and reach their full potential whilst working with us. We understand that building an inclusive maternity and gynaecological workforce is critical to ensuring doctors, midwives, maternity support workers and the women and people they care for feel safe and listened to. We therefore embrace and value the different experiences, skills and ideas a diverse workforce brings. We encourage all members and staff to actively consider inequalities and how different experiences could affect a person’s interaction with the health service. It’s important we listen and learn in order to improve. As both colleges have stated, we do not tolerate discrimination and harassment of any kind and we are committed to taking the necessary steps to tackle unprofessional behaviour. We encourage all members and staff to support their colleagues and call out bias, abuse, racism and discrimination.
To those accessing maternity and gynaecological services
Our shared mission is to improve healthcare for all people needing to access obstetric and gynaecology services. We recognise maternity and gynaecological services will be accessed by women, gender diverse individuals and people whose gender identity does not align with the sex they were assigned at birth. Therefore, we believe delivery of care must at all times be appropriate, inclusive and sensitive to the needs of everyone. The RCOG and RCM understand the importance of language in breaking down barriers for people accessing care and is committed to using inclusive language in its communications, publications and patient information to meet the needs of all individuals.
In our language we will aim to add and not take away, taking into account the importance of preserving women-centred language as well as including language for those who do not identify as a woman. We will strive to provide a healthcare service that does not stigmatise, one in which everyone feels that they belong and has equal access to information and care so they can make informed decisions.
The statement is also on the RCM page.
Inclusive recruitment practices
The College is committed to ensuring that all candidates are treated equitably and that every stage of the recruitment process is inclusive. The aim is to attract the best candidate for the job and achieve a diverse workforce that represents the community we serve.
The College is an equal opportunity employer. All of our recruitment processes adhere to the Equality and Diversity Policy, Equal Opportunities Policy and Diversity Guidance.
We use a system called Applied, which helps us to remove bias from the selection process by anonymising applications and making hiring decisions based purely on skills, creating an even playing field for all job applicants. Alongside Applied, inclusive recruitment practices have been introduced to attract more diverse talent and improve ways of working.
To find out more about our recruitment practices, please visit our Careers pages here.