We are committed to supporting and promoting equality, diversity and inclusion.
Strengthening our approach to EDI for regulators and Accredited Registers
We announced in Spring 2023 (7 June) that, as part of our strategic focus on equality, diversity and inclusion (EDI), we are changing the way we assess the performance of the organisations we oversee. This includes the 10 statutory regulators and the Accredited Registers.
The statutory regulators are assessed each year against our Standards of Good Regulation. Standard 3, which was introduced in 2019, considers whether the regulator understands the diversity of its stakeholders and ensures that its processes do not discriminate unfairly. Since early 2022, the threshold for meeting this Standard has been under review as we work towards increasing our expectations of the regulators’ performance, having seen improvements across the board since its introduction. We recently published an updated evidence framework and guidance for regulators on Standard 3, outlining our increased expectations for 2023-26.
Organisations in the Accredited Registers programme are assessed against our Standards for Accredited Registers. Following a public consultation earlier this year, a new EDI Standard will be introduced over the coming months which will look at how organisations which hold a Register demonstrate their commitment to EDI and ensure their processes do not discriminate unfairly.
Consumer research - Perspectives on discriminatory behaviour in health and care
We have now published the report of research we commissioned on perspectives on discriminatory behaviour in health and care. This is a piece of qualitative research looking at what constitutes discriminatory behaviour in health and social care and the different ways in which this behaviour may have an impact on public safety and confidence. This research arose from our observations outlined in Safer care for all in relation to how regulators deal with racist and discriminatory behaviour within the fitness to practise process. The report was published on 14 June to coincide with our Chief Executive speaking at a session on equality at the NHS Confed Expo 2023 in Manchester. We envisage that the research will help to inform a consistent and appropriate response by regulators and Accredited Registers towards the various types of discrimination.
Background/context to our first EDI action plan
The murder of George Floyd and the associated Black Lives Matter movement brought into focus the fact that society and organisations still have a long way to go in addressing systemic racial inequalities. The pandemic has further exposed inequalities in relation to race, sex, disability, and socio-economic status, as has the murder of Sarah Everard. The Authority is not unique in facing challenges in relation to its approach and track record on EDI. We have, therefore, been looking at our role.
In November 2020, we commissioned an audit by Derek Hooper to gain feedback from our staff and external stakeholders on EDI to identify areas for improvement. The audit included an assessment of how we were perceived by regulators. It identified key strengths, including the commitment of the leadership and staff to EDI and the work we had already done to encourage regulators to consider EDI as part of their obligations.
The audit also showed that, while the PSA has a commitment to EDI, it still has some way to go in making sure that every employee feels included and able to get their voice heard. Regarding its external role, the organisation was seen by its regulatory community to be lacking credibility on EDI due to its lack of visibility on these issues in the past. We therefore need to improve our performance in this critical area to demonstrate our commitment to EDI in spirit and in practice.
The audit highlighted the following areas for further work and development:
- Leadership Development
- Diversity profile of the PSA
- Staff Development
- Policy development and EIAs
- EDI Communication and Messaging
- EDI in regulation and the role of PSA.
Following that, we appointed Mehrunnisa Lalani to help us develop a plan to embed EDI into our work and culture. Mehrunnisa worked with our staff and Board to prepare an action plan for us to carry forward.
Our vision is to:
Live our values and foster a culture where all our people feel included and are empowered to achieve their best, where we welcome and celebrate diversity, where inequalities and unfair treatment is called out and addressed and, where we set the example for what good looks like for all those we interact with internally and externally.
We have developed three objectives that will give a focus to our work on EDI.
- We will develop our capability so that we have the knowledge and understanding to lead by example in creating an empowering and inclusive culture
- We will promote an inclusive workplace culture where everyone feels empowered, engaged and valued
- We will use our influence to encourage the promotion and progression of EDI across health and social care regulators and accredited registers.
You can download the action plan in Word
or as a PDF
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