Our equality, diversity and inclusion strategy 2021-26

Vision

HCPC’s vision is to be recognised as an actively anti-discriminatory organisation that upholds and promotes best practice in equality, diversity and inclusion and an active ally for change.

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.

What success will look like

Success will deliver the following outcomes:

• Our stakeholders are assured that we are doing all that we can as an organisation to eliminate discrimination, harassment and victimisation and advance equity of opportunity for our registrants and colleagues.
• We can evidence that our data informs our policies, processes and decisions and our stakeholders report the positive impacts.
• Our people feel confident in speaking out when they see discrimination or bias.
• We publish contemporaneous and detailed information about the EDI data we hold and the action we are taking across all our functions.
• Our regulatory decision making is fair and free from bias.
• We actively listen, learn and are transparent about our EDI challenges, hold ourselves accountable for progress, and set an example to all of our stakeholders.

This strategy was approved by Council in March 2021, more details can be found in this council paper.