MyGDCWe are committed to providing equal access and opportunities to all, which sometimes means providing additional help and support to those who need it. We do this to ensure we are an inclusive employer.
We value having a diverse workforce for the range of skills and experience it brings to our organisation, and how it benefits the services we provide to the public, patients and dental professionals. We want everyone to feel that they can bring their whole self to work without being judged, pressured or discriminated against for doing so.
Our decisions on promoting vacancies, recruiting staff and associates, training and development and procuring goods and services are based on ability, capability, potential and organisational requirements. We tackle systemic EDI issues and support our staff and associates to develop to their fullest potential.
We treat everyone with dignity and respect.
EDI activities at the GDC
Our People Strategy was approved by Council in April 2026. Our leaders are expected to exemplify and foster an inclusive culture at the GDC. All staff members and associates are expected to embody our organisational values.
Our organisational values are:
- Respectful: We work and build relationships based on trust, empathy and fairness.
- Transparent: We are open, truthful and reliable in all we do, acting and speaking with integrity.
- Inclusive: We value all differences, and the perspectives they bring.
- Purposeful: We are clear in our public purpose and focused on effective delivery.
Our People Strategy includes requirements for all GDC leaders and managers to have performance objectives focussed on championing equality, diversity and inclusion. Our senior leadership team also sponsors and supports our EDI networks.
Our staff members have established the following:
- Women’s Network.
- REACH: Race, Ethnicity and Cultural Heritage.
- Rainbow: LGBTQ+ Network.
- Enable: Disability Support.
- PACT: Parents and Carers Together.
Our strategic plans include an objective to maximise the effectiveness of our people, our culture and our systems, and specifically to:
- Carry out equality impact assessments of the impact of workforce planning decisions to identify positive effects and mitigate negative ones.
- Monitor and report gender, ethnicity and disability pay gaps.
- Include equality, diversity and inclusion aims and objectives in our workforce development plans.
Find out more about delivery of our strategic plans.
Further information
We are subject to the Equality Act 2010. It sets out the protected characteristics, or the nine personal traits, that are legally protected from discrimination, harassment and victimisation. As well as our requirement to offer reasonable adjustments.
We are also subject to the Public Sector Equality Duty in relation to our public functions.
Find out more about our work on equality, diversity and inclusion.
If you have any further questions, please contact us.
