Equality, Diversity & Inclusion (EDI) Policy

1. Introduction

Marylebone Diagnostic Centre (MDC) is committed to promoting a culture of equality, dignity, fairness and respect for all patients, staff and visitors.

We value diversity and believe that inclusive care leads to safer, more effective and more compassionate outcomes.

This policy outlines MDC’s commitment to equality in line with the Equality Act 2010, CQC Fundamental Standards, and private-sector healthcare best practice.

2. Purpose

The purpose of this policy is to ensure that:

• Everyone accessing MDC receives carefree from discrimination
• Staff work in an inclusive, respectful environment
• Reasonable adjustments are made where required
• Equality considerations are embedded in all service areas
• MDC remains a safe clinical setting for all individuals

3. Our Commitment

MDC does not tolerate discrimination, harassment or victimisation on the basis of:

• Age
• Disability
• Gender reassignment
• Pregnancy or maternity
• Race, nationality or ethnicity
• Religion or belief
• Sex or sexual orientation
• Socioeconomic status
• Marital or partnership status
• Language or communication needs
• Immigration status (within lawful care parameters)

Everyone has the right to safety, dignity and respect at all times.

4. Responsibilities

4.1 Management

MDC leadership is responsible for:

• Ensuring legal compliance
• Promoting a positive and inclusive culture
• Providing training and guidance
• Addressing discrimination or concerns quickly
• Monitoring EDI performance through governance reviews

4.2 Staff

All staff must:

• Treat patients and colleagues respectfully
• Provide equitable, non-discriminatory care
• Challenge inappropriate behaviour safely
• Follow EDI and safeguarding principles
• Escalate concerns to management

Failure to follow this policy may result in disciplinary action.

5. Inclusive Patient Care

MDC ensures inclusive care by:

• Providing clear and accessible information
• Offering interpreters or alternative communication methods where possible
• Ensuring privacy, dignity and cultural sensitivity
• Respecting gender identity and pronouns
• Supporting patients with religious or cultural requirements
• Making reasonable adjustments for disability or mobility needs
• Allowing carers or advocates to assist patients when required
• Being sensitive to anxiety, embarrassment or trauma history during intimate procedures

6. Staff Recruitment & Employment

MDC is an equal opportunities employer.

We ensure that:

• Recruitment is based solely on merit and competence
• Job adverts use inclusive language
• Interview processes avoid bias
• Reasonable adjustments are offered during recruitment and employment
• Staff have equal access to training and career development
• Harassment and discrimination are dealt with promptly

7. Preventing Harassment & Abuse

MDC has zero tolerance for:

• Verbal abuse
• Discrimination or slurs
• Sexual harassment
• Bullying or intimidation
• Aggressive behaviour
• Harassment based on disability, culture, or personal characteristics

Staff may decline care or end appointments if behaviour compromises safety.

8. Cultural & Religious Considerations

MDC respects and accommodates cultural preferences wherever possible, including:

• Gender preference for chaperones or clinicians
• Privacy and modesty requirements
• Allowance for religious garments and symbols
• Scheduling considerations during fasting periods

Staff must be sensitive to differing health beliefs and communication styles.

9. LGBTQ+ Inclusion

MDC provides inclusive and respectful care for all LGBTQ+ patients.

We ensure:

• Respect for gender identity and chosen names
• Privacy during sensitive procedures
• Discreet and professional handling of reproductive and sexual health matters
• Awareness of unique clinical needs where relevant

10. Reporting Concerns

Patients or staff who experience or witness discrimination may report it to:

• Clinic Manager
• Equality Lead
• Clinical Governance Team
• Through the Complaints Policy or Whistleblowing Policy

All concerns will be taken seriously and acted upon promptly.

11. Training

All staff receive EDI training as part of induction and annual updates, covering:

• The Equality Act 2010
• Inclusive communication
• Unconscious bias
• Cultural sensitivity
• LGBTQ+ awareness
• Managing conflict respectfully

12. Governance & Monitoring

EDI performance is reviewed by the Clinical Governance Committee through:

• Patient feedback
• Audits of complaints
• Staff satisfaction reports
• Service accessibility monitoring

Adjustments are made as needed to ensure continuous improvement.

13. Policy Review

This policy is reviewed annually or sooner if regulations or service needs change.

Approved by:
Clinical Governance Committee – Marylebone Diagnostic Centre