Working together to address inequalities
We’re publishing information about the steps we’re taking, through our new corporate strategy, to promote equality, diversity and inclusion in our own processes, and achieve positive outcomes for the diverse groups we work with and for. This includes new targets to hold ourselves accountable for change, in areas where we’ve seen sustained evidence of inequality over time.
From Tuesday 18 May, this information will be available on our equality, diversity and inclusion webpages. Ahead of publication, you can also read our embargoed .
About our targets and measuring progress
Our Council have agreed that we should introduce targets to:
- eliminate disproportionate fitness to practise referrals from employers, in relation to ethnicity and primary medical qualification, by 2026
- eliminate discrimination, disadvantage and unfairness in undergraduate and postgraduate medical education and training, by 2031
We’ll use existing sources of data to measure our progress in meeting these targets.
For fitness to practise referrals, we’ll focus on:
- the percentage of designated bodies where there is evidence of disproportionality, for either ethnicity or primary qualification
- differences in rates of referral between ethnic minority and white doctors, and between doctors who qualified in the UK and doctors who qualified outside of the UK.
For medical education and training, we’ll focus on:
- differences between the average Educational Performance Measure score for white and ethnic minority medical students, across all medical schools
- differences in medical school final exam pass rates
- differences in preparedness levels for Foundation Year One and Foundation Year Two doctors
- perceptions of inclusivity and support based on responses in our national training survey
- unsatisfactory outcomes for the Annual Review of Competence Progression (ACRPs), excluding exam fails
- specialty examination pass rates in postgraduate education