Diversity Statement

It is important to the UCA to be a fair and inclusive association.

The UK public are a culturally rich and diverse group, and this diversity is reflected in our members and all those that interact with us. 

Ensuring that we are a diverse and inclusive organisation, will allow us to strengthen our ability to support our members and raise their voice, both individually and collectively, on a wide variety of matters. This will allow us to better respond and influence key issues affecting our members’ working lives and those of their patients/members. Diversity expands the talent pool, adds perspective and enriches thought, innovation and influence enabling us to promote better inclusion, and allowing everyone to flourish and progress. 

We understand that equity, diversity and inclusion are closely intertwined but it’s really important to understand that they are not the same and may need addressing in different ways. 

Harvard-educated lawyer, cultural change catalyst, thought leader and author, Verna Myers sums it up perfectly with her quote:  

• "Equality is being on the party planning committee.” 
• “Diversity is being invited to the party.  
• “Inclusion is being asked to dance.".  

‘Equity’ means that everyone has equal opportunities.  

‘Diversity’ is concerned with representation and valuing individuals for the different perspectives they have to offer.   

‘Inclusion’ means ensuring that everybody has a voice and a means to participate, which may involve making reasonable adjustments to our usual processes.   

In this policy, we set out our legal duties around equality, diversity and inclusion (EDI).

We set objectives for developing our practice in EDI and explain how we will monitor our progress towards meeting them.

The Equality Act 2010  

The Equality Act 2010 (‘the Act’) is legislation that applies in England, Wales and Scotland.

It protects people from discrimination, harassment or victimization.

It does this by specifying a number of ‘protected characteristics. It is against the law to discriminate against anyone because of: 

• age 
• disability 
• gender reassignment 
• marriage and civil partnership 
• pregnancy and maternity 
• race 
• religion or belief 
• sex and  
• sexual orientation. 

The UCA must comply with equality as follows: 

• eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act; 
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; and 
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it. 

What does this mean?  

We must work to identify situations where people with a protected characteristic might suffer disadvantage, compared to people without, because of their protected characteristic. We have a responsibility to prevent such disadvantage (or, if this is not possible, to minimize it) wherever possible.  

We must consider the unique needs of people who have protected characteristics and take steps to meet these needs. Where people with protected characteristics might be less able to participate, we must enable, encourage and celebrate their contribution.   

Finally, we must tackle prejudice wherever we encounter it. This includes using communication and collaboration to dismantle barriers. We should aim to equip people with protected characteristics and those without to build a better future together, based on shared values and understanding.    

Objectives 

• To adhere to EDI legislation, meet regulatory standards for EDI and make certain that our practice as an association is fair, consistent and free from discrimination.
• To be alert and responsive to EDI issues raised in the course of our services and to manage them with integrity.
• To appeal to, employ and maintain a diverse workforce that is reflective of the public we serve.
• To promote robust professional values in our membership by setting clear expectations around EDI in our standards, guidance and communications.
• To deliver services, events, consultations, communications and publications that are relevant and accessible to all and that promote diverse engagement with us.
• To be mindful of diversity throughout the four countries, value and respect unique national perspectives and invite UK-wide participation in our work.
• To ensure that all board members processes account for EDI considerations and the UCA EDI action plan undergoes annual Board review.
• To ensure that our EDI policies and practice are well embedded, clear and open to feedback from employees and stakeholders.
• To deliver training in EDI to all our staff and partners, tailored where appropriate to their roles, and promote a culture of understanding and inclusivity among staff.

The UCA’s EDI action plan will be valid for twelve months and be subject to annual review, revision and renewal - Due for review Jan 2025