Wellbeing, Inclusion, Diversity and Equity

At the Irish College of GPs, we are committed to creating a work environment that supports the wellbeing, inclusion, diversity and equity of all employees. Our WIDE Strategy embeds these principles at the core of our purpose and guides how we deliver on the College’s overall objectives.

We recognise that our talented and diverse workforce reflects the diversity of our members and stakeholders, and we want to utilise the widest range of skills, knowledge and experience in the College while complying with legislation. 

We have a wide range of policies in place to support and promote an equitable workplace, including the following: WIDE policy, Learning and Development, Recruitment and Selection, Reasonable Accommodation, Volunteering, Gender Identity and Expression, Flexible Working, Menstrual and Menopausal Wellbeing and Family Leave policies.

We have a WIDE Committee in place, which aims to promote a culture of wellbeing, inclusion, diversity, and equity within the Irish College of GPs. The Committee organises and supports initiatives that foster a positive and supportive work environment for all employees. 

Membership of this committee is voluntary, and where possible, we try to ensure that the membership consists of employees with a range of identities, backgrounds, perspectives, and experiences. 

The main objectives of this committee are to: 

• Develop and implement strategies to promote wellbeing, inclusion, diversity and equity within the College.
• Identify and address barriers to inclusion, diversity and equity.
• Support the organisation of events, training and workshops to raise awareness and educate employees on relevant topics.
• Support the implementation of the College’s WIDE strategy

At the Irish College of GPs, we also support our GP Trainees and arrange a number of activities throughout the year to promote wellbeing, inclusion, diversity and equity throughout our GP training schemes. 
We have a dedicated GP Trainee Health and Wellbeing Manager. Full details of support available on the GP Trainee Wellbeing & Inclusion page. 

The TEDI programme aims to address Differential Attainment (DA), which is the unexplained variation in achievement between groups of trainees who share protected characteristics (such as ethnicity, nationality, or disability) compared to those who do not. It is a significant issue in postgraduate medical education, including GP training. 
TEDI addresses challenges faced by GP trainees, particularly international medical graduates (IMGs), by promoting:

• Equity in training opportunities.
• Diversity awareness and cultural competence.
• Inclusion in professional development and workplace integration
• Workshops & Interactive Sessions: Cover topics such as cultural competence, communication skills, professionalism, and differential attainment.
• Feedback & Growth Mindset: Sessions explore how feedback is given and received across cultures, aiming to improve learning outcomes.
• Personal Journeys & Reflection: Trainees share experiences to foster empathy and understanding among peers

In December 2024, the College achieved the Investors in Diversity Silver award from the Irish Centre for Diversity, marking an important milestone in our Equality, Diversity and Inclusion (EDI) journey.

This nationally recognised accreditation benchmarks our progress against organisations across Ireland and reflects a strong, inclusive organisational culture. The Investors in Diversity framework provides a structured approach to embedding inclusive practices and measures workplace Fairness, Respect, Equality, Diversity, Inclusion and Engagement (FREDIE).
The Silver award is grounded in the voice of our people, gathered through a cultural audit, and confirms that employees feel valued, respected and supported, with their diversity recognised as a strength.

We are proud of this achievement and are continuing to build on this progress as we move forward with our application for the Investors in Diversity Gold award, demonstrating our ongoing commitment to wellbeing, inclusion, diversity and equity. 

This report sets out the College’s gender pay gap metrics for the reporting period ending 30 June 2025, in line with the Gender Pay Gap Information Act 2021. The data is based on all employees in post on the snapshot date of 30 June 2025.

The College’s vision places general practice at the heart of patient care, with a strong focus on fostering a workplace culture grounded in wellbeing, inclusion, diversity and equity. We recognise that a diverse workforce supports innovation and strengthens our ability to serve our members effectively.

Gender pay gap reporting is one part of our broader commitment to advancing gender equity. While it does not fully explain the underlying causes of pay differences, it provides an important measure of progress and helps inform our ongoing efforts. As an employer of choice, we are committed to monitoring, understanding and addressing these gaps in a meaningful and transparent way.