Frequently asked questions (FAQs)
Can I get accessible versions of the strategy?
The strategy is available in a variety of accessible formats. As well as designed accessible PDFs in English and Welsh, there is a plain and large font PDF and easy read PDF. You can also listen to the strategy on audio. If you need more support or a different format, please let us know at yourviews@rcot.co.uk.
Why is Equity, diversity and belonging relevant to me?
Equity, diversity and belonging are everyone’s responsibility. Delivering occupation-focused, person-centred intervention is at the heart of what we do. We can only do that well by recognising that each of us is unique and influenced by our environments and experiences. That’s why it’s essential that, as occupational therapists, we strive to show leadership in this area. We all have a role to play to challenge discriminatory and racist policies, practices, behaviour and language.
How has the strategy been developed and who was involved?
You can find out how the strategy has been developed, and who’s been involved, on our webpages.
Why wasn’t the action plan published with the strategy?
We shared some example actions with the strategy and took time to finalise the full detailed action plan.
What have you done on equity, diversity and belonging in the last three years?
We’ve started the work to make sure that equity, diversity and belonging is embedded in all our activity.
In 2021 we appointed Ketan Davé as our first Equity, Diversity and Belonging Manager. He has built relationships with key stakeholder groups including @BAMEOTUK, @ABLEOTUK and @LGBTQIAOTUK and others. With their support we’ve set up expert advisory groups to challenge and guide us to make sure we deliver our EDB commitments and collaborate with us on our EDB agenda.
In 2022 we moved from equality, diversity and inclusion (EDI), to equity, diversity and belonging (EDB). With our renewed commitment and ambition, we want to give all members, especially those who are under-represented and historically marginalised, a sense of belonging and equity.
We launched our EDB Insights sessions, these look at EDB and what we can learn from it. Hundreds of members have attended events that challenged our existing situation and thinking and had us reflecting on what we can do better.
We have several colleague networks including one for those from Black Asian and Minority Ethnic communities, and another for those who identify as being part of the LGBTQIA+ community. They provide a safe space for conversation, support and allyship.
We’ve improved diversity monitoring, so we can use the data to identify and remove barriers to inclusion.
We’ve co-created our EDB strategy with members and staff and stakeholders, undertaken a consultation with our wider community and issued this to shape our final strategy.
We’ve undertaken an organisation-wide planning exercise to ensure we have a robust, appropriately resourced action plan to deliver our EDB strategy over the next three years.
We know we had a slow start and there’s lots more work to do, but we’ve made positive steps forward.
How will I know what progress you’ve made on delivering the strategy?
We’ll let you know how we’re progressing in regular updates and an annual impact report. To make sure you don’t miss updates sign up to our mailing list.
How can I get more involved?
Sign up to our EDB mailing list to receive updates on resources as they become available and news on our EDB work.