The RCR is committed to a policy of valuing diversity and equality of opportunity across its activities.
Council, RCR Officers and managers of the RCR are committed to encouraging diversity and eliminating discrimination in the organisation, practices and work of the RCR. This applies to the information, services and products the RCR provides for its members, Fellows, staff, lay members, contractors, visitors, patients and the public. We will strive to ensure that no individual or group is treated more or less favourably than others on grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.
It is our express intention to comply fully with all relevant legislation to ensure that the culture, philosophy and processes within the organisation are free from bias and serve to protect the RCR.
The RCR will endeavour to manage its activities in a way that is free from bias. This will apply to all the ways in which the RCR operates as:
- a professional organisation
- an employer of staff
- a provider of education and training for doctors in its specialties
- an examiner of clinical radiologists, clinical oncologists and dental and maxillofacial radiologists
- a standard setter for entry to and practise in its specialties and as
- a provider of information for its Fellows, members, patients and the public.
The RCR will strive to:
- provide arrangements for election and/or appointment (whichever applies) as Officers, and to Council, Boards and committees that reflect and represent the diversity in its specialties
- create organisational structures to support the effective implementation of this policy
- ensure those who make decisions regarding appointments to committees, panels and similar bodies, and of staff are aware of this policy and its practical implications for selection and appointment
- provide that those elected or appointed to Council, Boards and committees are made aware of this policy and its implications in decision-making processes.
The RCR will put in place arrangements to gather necessary data to support the implementation of this policy and to enable monitoring to be carried out consistent with maintaining appropriate or necessary confidentiality and compliance with the General Data Protection Regulation.
Acts of unlawful discrimination will not be tolerated and all complaints or incidents of such alleged behaviour that are within the RCR’s remit will be treated with necessary confidentiality and investigated and any appropriate action taken.
Policies as regards equal opportunities, discrimination and harassment as they apply to RCR staff are set out in the College code of conduct for Council, board and commitee members and in the RCR's Employee Handbook.
Overall responsibility for diversity and equality issues rests with the President supported by the Officers of the RCR and other Trustees.
Overall responsibility for diversity and equality issues for the staff and management of the RCR rests with the Chief Executive.
Council, Officers, members of RCR boards and committees, and staff will be made aware of this policy and of their responsibility to abide by it and ensure its success.
Aspects of this policy will be reviewed as necessary and the whole policy will normally be reviewed every three years. Any questions about this policy should be addressed to the President or Chief Executive as appropriate.
Approved by Council: July 2019