Diversity, Equity, and Inclusion Policy

​Purpose

This policy applies to CPDmatch as a platform and SDG4 Ltd, its parent organisation; employees, volunteers, board members, contractors, vendors, education providers, and site users. It aims to foster a diverse, equitable, and inclusive environment internally and in how CPDmatch serves healthcare professionals, their employers and supplier industries (the value chain) worldwide.

Our Commitments

• Promote equality, equity, diversity, and inclusion in accordance with the (UK) Equality Act 2010 and other relevant legal frameworks.
• Ensure access and opportunity regardless of age, sex, race, disability (including neurodiversity), gender identity, sexual orientation, religion or belief, pregnancy/maternity, marital/civil partnership status or socioeconomic background.
• Embed DEI within the CPDmatch ethos—aligning with our commitments articulated by our four “E’s”.

Recruitment & Selection

• Advertise opportunities using inclusive, bias-free language, and encourage applicants from all backgrounds.
• Use blind shortlisting processes (e.g., anonymising demographics) to reduce unconscious bias.
• Define objective criteria tied to skills and competence, ensuring consistency with protected characteristics.

Culture & Inclusion

• Adopt a zero-tolerance stance towards harassment, bullying, victimisation or exclusion based on protected characteristics.
• Celebrate diversity through recognition of multiple cultural and religious observances, flexible leave policies, reasonable adjustments, and awareness events.
• Support employee-led affinity or resource groups for under-represented communities.

Platform Accessibility & Inclusion

• Seek out education with flexible learning formats (such as virtual, on-demand, captions, transcripts) to support those with caring responsibilities, disability, mobility limitations or time constraints.
• Aim to reduce barriers to education—cost, location, accreditation—by enabling accessible and affordable CPD listings for diverse professional needs.

Monitoring & Accountability

• Collect anonymous demographic data from staff and applicants (voluntarily) to track diversity metrics and outcomes.
• Appoint DEI champions or lead to own and report on progress.

Feedback & Reporting

• Provide safe channels for raising grievance with assurance of no retaliation.
• All reports of discrimination or DEI violations to be investigated promptly, with proportionate disciplinary consequence if required.

Leadership & Governance

• DEI expectations to be modelled by leadership; decision-makers are accountable for embedding inclusion in practices and policies.
• DEI principles will be integrated in budgeting, strategy, suppliers, marketing, and partnerships.

Training & Communication

• Onboarding to include DEI orientation.
• Transparent communication of policy and updates; encourage open feedback and dialogue.

Future plans

• Ensure maximum website accessibility, including compatibility with screen readers, clear alt-text, and options for users with disabilities.
• Set measurable objectives (e.g. candidate pool diversity, hire rates, retention) and review progress annually.
  
• Provide regular DEI training (e.g. on unconscious bias, neurodiversity inclusion, inclusive communication) for all staff including volunteers.
• Ongoing education and refreshers including neurodiversity, cultural competency and inclusive language.
  

Policy Status

This policy is publicly available and applies to all staff, contractors, service providers, and platform operations. It will be reviewed annually and updated to reflect evolving best practice in diversity, equity, and inclusion.