GP in Training Diversity, Equity and Inclusion Policy

1. Purpose

The purpose of this policy is to define the principles by which the RACGP will effectively manage training to ensure all GPs in training (GPiT) are treated equitably.

2. Scope

2.1 This policy applies to:

1. 1. GPiT,

   2. RACGP Staff,

   3. Supervisors, and

   4. Training Sites.

2.2 This policy is to be read in conjunction with the relevant GPiT handbooks and Staff training manuals.

1. 1. For a holistic understanding of the support the RACGP provides to GPiT, this policy is to be read in conjunction with the Registrar Support and Remediation Policy and GP in Training Safety and Wellbeing Policy.

2.3 This policy replaces the previous related Regional Training Organisation policies and will come into effect on the start date of the first term of the RACGP-Approved Program in 2023. For the avoidance of doubt, to the extent that there is any inconsistency between the previous policy (or policies) and this policy, the terms of this policy apply.

3. General principles

3.1 The RACGP acknowledges Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of the land and waterways in which we live and work, we recognise their continuing connection to land, water and culture and pay our respects to Elders past, present and emerging.

3.2 The RACGP acknowledges certain individuals may face barriers to participation and achievement in training and employment, such as Aboriginal and Torres Strait Islander Peoples, people with disability, people from culturally and linguistically diverse backgrounds, rural and remote doctors, people of all genders, people who identify as LGBTIQA+, and other underrepresented groups.

3.3 The RACGP is committed to cultivating a culture of diversity, equity and inclusion in RACGP-Approved Programs and respecting and valuing the differences among GPiT.

3.4 The RACGP’s education and training is available to GPiT free of negative discrimination and racism based on a GPiT’s country of birth, age, gender, disability, language, ethnicity, creed, spirituality, beliefs, culture, sexuality or other background.

4. Diversity, equity and inclusion

4.1 The RACGP is committed to ensuring that underrepresented individuals and groups are treated equitably throughout the entry process for and while taking part in RACGP-Approved Programs to achieve positive training outcomes.

4.2 Where appropriate, the RACGP will work in partnership with organisations and/or individuals with specialist skills to improve outcomes for GPiT facing barriers to engagement, participation and achievement in education and training.

4.3 The RACGP will provide the resources for RACGP Staff to develop the knowledge, skills and attitudes to support and implement the principles of this policy.

5. Amendment of this policy

The Censor-in-Chief (CiC) may, without the consent of the RACGP Board, make minor, moderate and consequential amendments to this policy at any time. The Education & Training Policy Lead can make editorial amendments (no approval required by the Censor-in-Chief).

If the CiC makes amendments, they must advise the RACGP Board of those amendments as soon as practicable.

The RACGP Board may make amendments to this policy at any time.

5.1 Major amendment	An amendment that materially changes the policy's scope, intent, or application, including overhauling key sections, redefining the policy's purpose, or fundamentally reallocating responsibilities.
5.2 Moderate amendment	An amendment that makes a targeted change to one or more policy clauses, modifying applicable requirements or assigned responsibilities, with a limited and contained effect on the policy's overall scope, intent, or application.
5.3 Minor amendment	An amendment that makes deliberate improvements to policy content, such as clarifying ambiguous language, updating outdated references, terminology or contact details, or restructuring content, without altering the policy's scope, intent, or application.
5.4 Consequential amendment	An amendment made to ensure alignment with a change introduced in another policy. It is not initiated independently but is a direct consequence of an approved change in another policy.
5.5 Editorial amendment	An amendment made solely to correct typographical, grammatical, or formatting errors, without altering the policy's scope, intent, or application.

6. Responsibilities

6.1 Censor-in-Chief	Approving Minor Amendments Approving Moderate Amendments Approving Consequential Amendments
6.2 Board	Approving Major Amendments
6.3 RACGP Staff	Implementing the processes and structures in this policy to cultivate a culture of diversity, equity and inclusion

7. Glossary

7.1 RACGP-Approved Program

An education or Training Program approved by the RACGP as a suitable avenue to Fellowship, including the: Australian General Practice Training Program, Remote Vocational Training Scheme, Fellowship Support Program, Practice Experience Program – Standard Stream  Practice Experience Program – Specialist Stream Partially Comparable  Practice Experience Program – Specialist Stream Substantially Comparable The Specialist Pathway Program The Specialist Recognition Program The International Conjoint Programs - Academy of Family Physicians Malaysia (AFPM) and Hong Kong College of Family Physicians (HKCFP) specified programs listed in Division 6 of the Health Insurance Regulations 2018 (Cwlth).

7.2 RACGP Staff

Anyone who is an employee or contractor of the RACGP.

8. Related documents, legislation and policies

• Registrar Support and Remediation Policy

• GP in Training Safety and Wellbeing Policy

9. Policy review and currency

This policy will be reviewed every three calendar years from the last approval date, or when there is a significant change in the intent of the policy. This policy remains valid and applicable notwithstanding if it is overdue for review.