What supports fairness in managing concerns and employer referrals of doctors to the GMC?
Why did we commission this research?
We commissioned this research as part of our commitment to end the disproportionate pattern of fitness to practise complaints we receive from employers, in relation to a doctor’s ethnicity and place of primary medical qualification.
This research investigates the mechanisms and initiatives (referred to in this project as ‘interventions’) that are in place in organisations employing doctors and that have the greatest impact on reducing disproportionality.
What were the key findings?
Six interventions were identified as contributing to proportionate referrals.
- Clear mechanisms for providing informal feedback
- Required completion of GMC provided "Welcome to UK Practice" training
- Informal, but documented, conversations with staff over lower-level concerns
- Rapid scoping exercise after an initial incident/concern to understand extent of investigation required
- Coordination with the GMC Employer Liaison Adviser to get advice before referrals are made
- Promotion of inclusive consulting in the lead up to decisions, that welcomes challenge and incorporates feedback from those more at risk of being overrepresented in disciplinary processes
In addition to the key interventions outlined above, an additional 17 interventions of interest were identified as potentially valuable in supporting proportionate referrals. A summary of each intervention is provided in the report.
What did the research involve?
A mixed methodological approach was used involving a rapid literature review, interviews with 21 Responsible Officers (ROs), and a survey distributed via email to 555 ROs, representing the 1105 designated bodies estimated to be active around July 2025.
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What supports fairness in managing concerns and employer referrals of doctors to the GMC?
