We are committed to promoting equality, diversity and inclusion (EDI), tackling discrimination and bias, and fostering a culture where individual differences and diversity are welcomed. To this end we undertake a wide variety of EDI activities at the BMA, taken forward by two teams who work very closely together:
- Corporate EDI team (equality, diversity and inclusion) team
- Policy EIC (equality, inclusion and culture) team
What the corporate EDI team does
We are accountable for the BMA’s corporate commitment to EDI, including how we are perceived externally, and for promoting a culture that actively values EDI.
We develop, coordinate and implement our corporate EDI strategy. The team provides a cross-organisational approach, and works closely with and supports all other parts of the association in developing individual work plans and actions with respect to EDI.
What we are currently working on
- Developing initiatives to implement our corporate EDI strategy for 2016-21.
- Analysing membership equality data and trends to better help us develop and deliver policies, strategies and services for our members and the wider workforce.
- Working cross-organisationally to develop initiatives to encourage grassroots engagement and address under-representation on our committees and in the membership.
- Ensuring the BMA is fully accessible in all that we do, including making our buildings and digital platforms fully accessible and maintaining the BMA accessibility guide.
If you have any queries please email Yasemin Dil head of complaints and EDI, corporate development directorate.
What the policy EIC team does
We work to support and represent the views of doctors and medical students on workplace equality, inclusion and culture issues in the profession and the NHS. We also provide guidance to members on equality issues in healthcare delivery.
What we are currently working on
- Tackling bullying and harassment in the NHS and creating a supportive and inclusive culture. Our campaign is raising awareness of the scale of workplace bullying and harassment in the profession and the NHS and the impact it has on medical students, doctors, patient safety and quality of care. Our aim is to help deliver culture change in the profession and the NHS. Following extensive engagement with our members and reviewing evidence of the problem and what works to address it, we developed a policy report and set of recommendations in November 2018.
- Addressing the gender pay gap in medicine. We are feeding into the current Independent Review of the gender pay gap in medicine. As a key stakeholder, the BMA has a number of representatives on the steering group overseeing the Review, which will make the final recommendations in autumn 2019. We have also established our own internal advisory group to bring the perspectives of all branches of practice into the Review.
- Creating solutions to race inequality in medicine. We are taking a range of actions to address race inequalities in the medical profession, looking at access to medical education, differential attainment, reward and recognition, and fairness in disciplinary processes for BME (Black and Minority Ethnic) medics. We are engaging with the NHS WRES (Workforce Race Equality Standard) team, the GMC, and other key stakeholders to develop a fairer and more inclusive profession that recognises and values staff of different ethnic backgrounds.
If you have any queries please email Sally Brett, head of equality, inclusion and culture, policy directorate.