EDI-BIIDE Action Plan

Equity recognises that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome. Some people face adverse conditions and circumstances making it more challenging with the same effort to achieve the same goals. Equity advocates for those who may have been historically disadvantaged, making it difficult for them to be successful.

Ensures everybody has an equal opportunity and is not discriminated against because of their characteristics. This may at times require us to treat people differently based on their needs (equity).

Recognises and acknowledges the differences of individuals. We take an intersectional approach to how we view these differences and not just what is protected within the Equality Act 2010, but we will always go beyond.

The behaviours and norms that ensure people feel welcome. This means we commit to reviewing structures and systems that may be barriers to promoting inclusivity.

This EDI-BIIDE Action Plan brings together UKCP equity, diversity, and inclusion efforts. Over the next five years, as we deliver on the actions in this plan, we want equity, diversity and inclusion to not be a separate issue, but embedded in everything we do.

We want to address any identified disparities in those who are being trained, those who complete the training and those who can access the training in the first place. We have so far looked at putting actions into place to collect material on the application and dropout rates of trainees – in particular for those of culturally diverse backgrounds. We are exploring how we can work with training organisations to raise awareness of institutional discrimination (including anti-racism). One key area to explore is the access to the training provision.

Making it more accessible is crucial, that is why we are looking at a Diversity Scholarship Scheme. We are looking at pathways to jobs and training and opposing mandatory free use of our trainee members.

Ensuring that the curriculum is reflective of the diverse trainees in UKCP and making the qualification relevant and accessible means making real change to the established way of doing things.

The EDI Taskforce highlighted that our current state is causing significant distress to culturally diverse groups and we want to support and encourage changes. To do this, some of our discussions have been centred around conducting a review of the qualification process through an EDI-BIIDE lens where it works better for all trainees. This includes a review of how top-up courses can be attained as part of the full qualification process.

The EDI Taskforce considered that current curricula may not be as reflective of the trainees in UKCP and inclusive enough to effectively prepare them to work with a wide range of service users from diverse and marginalised groups. We believe that a comprehensive review of training texts, books and information shared with trainees should take place, independently and conducted through an EDI-BIIDE lens.

We want to establish a clear commitment to anti-oppressive and anti-discriminatory practices in the colleges, schools and mentoring system so that everyone at all levels can be included in the delivery of a higher standard of practice and training.

UKCP, as an organisation, is making a strong commitment to build a representative membership from the UK population. As we work to achieve these goals, the priority areas of quality, membership, voice and organisation will set the foundation for us in achieving this. As we become more diverse, it follows that being more inclusive will become an organisational priority and necessity. We aim to address biases and microaggressions in all its forms.

We are aware that systemic discrimination, oppression and marginalisation has played a role for those who wish to enter our profession and has created other barriers for the protected groups defined in the Equality Act 2010.  This includes institutional racism and socio-economic barriers such as finance. This makes the work of the BIIDE Committee so critical and well needed. We do not want to accept and/or be part of a system that continues to place barriers for those within and outside the protected characteristics. It is now time to implement long-overdue changes and create a more diverse and inclusive UKCP.

As a profession, our engagement internally and externally needs to be reviewed and refreshed, so we are inclusive in our engagement with everyone. We are committed to having a voice and being active in relation to key issues that have an adverse effect on us in the profession and the wider public.

This is especially true as we claim that the very remit of what we do is empathy, support and connection with each other and with the public who access our services. We must, therefore, not only commit in words but also in actions to address power and privilege perceived within the profession. Our engagement practices simply must change. As a committee, we are looking at actions that are bold, brave and challenging.

To ensure that we have the ‘cultural competence’ and the internal mechanisms required to drive forward the EDI-BIIDE priorities, with a particular focus on data, policies, and stakeholder relationships, procurement and staff training.

Below you will find details of the most recent action plan updates that have taken place.

November 2024

• Action plan aligned with the new UKCP strategic pillars
• Narrative information at the beginning of the document moved onto the UKCP website to make the action plan more accessible
• BRAG status.

July 2024

• New BRAG (blue, red, amber, green) status updates. 

November 2023

• New BRAG (blue, red, amber, green) status updates included
• Amended wording improve clarity to the following actions under the engagement priority:
  • Action 6
  • Action 14
  • Action 16
  • Action 20
  • Action 21

Audience: Receivers of a message, e.g. UKCP members, the general public etc.

BAATN – The Black, African and Asian Therapy Network. The UK’s largest independent organisation to specialise in working psychologically, informed by an understanding of intersectionality, with people who identify as Black, African, South Asian and Caribbean.

BIIDE – Belonging, Intersectionality, Inclusivity, Diversity, Equity.

College - UKCP colleges are collections of members – organisational or individual – who share a philosophy of psychotherapy. Each college holds standards for education, training and practice that are compatible with UKCP’s generic standards and with the individual college’s philosophy. Colleges are responsible for accepting applicants into full membership of UKCP and all existing members must belong to a college.

EDI – Equity, Diversity and Inclusion.

Material – data, research, information and publications.

OM (Organisational Member) – organisations that provide UKCP accredited training.

OMR (Organisational Member Review) – An assessment of UKCP organisational members which takes place at least once every five years to ensure training standards are met and that operational procedures, policies and appropriate structures are in place.

Stakeholders: Groups or individuals who are directly impacted by a decision or action, e.g. UKCP members, Colleges, etc.