Equality, diversity and inclusion policy

Last updated: October 2026

• Why do we need this policy?

• Who needs to follow this policy and why?

• What’s our policy and how will we implement it?

• Roles and responsibilities

Why do we need this policy?

We need this Equality, Diversity and Inclusion (EDI) policy to set out Social Work England’s commitment to being an inclusive, fair and transparent specialist regulator for the social work profession in England. It ensures that equality, diversity and inclusion are embedded in everything we do, guiding our culture, our decisions and the way we work with social workers, people with lived experience, employers, educators and partners.

Who needs to follow this policy and why?

Everyone who works with or for Social Work England must follow this policy. This includes: (all of the following):

• employees,

• board members

• partners

• National Advisory Forum members

• contractors

• consultants

What’s our policy and how will we implement it?

Our commitments and obligations

We make fairness and inclusion part of all our work by:

• Treating everyone fairly and respectfully and without discrimination.

• Ensuring our standards and regulatory work are fair and inclusive.

• Setting expectations that social workers practise ethically, promote equality and challenge discrimination.

• Expecting education providers to create inclusive and accessible learning environments.

• Ensuring training and support reflect fairness, respect and anti‑discriminatory practice.

• Supporting social workers to experience equitable and inclusive treatment.

• Identifying and addressing the risk of bias in our decisions.

We comply with the Equality Act 2010 and the Public Sector Equality Duty by taking action to:

• eliminate unlawful discrimination, harassment and victimisation

• advance equality of opportunity

• foster good relations between people who share protected characteristics and those who do not

We also consider human rights in all our decisions, ensuring dignity, equality and justice.

How we put this into practice 

Actively considering equalities and impact on protected groups

We design services, policies and processes to be fair and inclusive by:

• carrying out evidence‑based equality impact assessments

• using accurate information to make fair decisions

• using data and lived experience to understand impact

• using regulatory powers to check for fairness and bias

Being open and accountable

We:

• ensure people can take part in our processes and receive support

• monitor service use to understand impact

• regularly check decisions, including external review

• publish equality and diversity data, research and analysis

• provide clear appeals and complaints processes

• work with people with lived experience to improve our approach

Assuring fairness in decision making

Our employees:

• stay open to different perspectives

• recognise and challenge assumptions or bias

• manage personal beliefs and conflicts of interest

• receive training to act with integrity

• apply principles of proportionality, transparency, objectivity and fairness

• make decisions based on standards and case merits in line with our values and behaviours

Respecting people and treating them fairly 

We consider health, wellbeing and individual needs, adjusting our approach where needed.

We:

• work with social workers, people with lived experience, employers, educators and partners

• provide clear information in plain English

• offer tailored support, safeguarding support and reasonable adjustments

• ensure accessible communication and compassionate engagement

Considering concerns of discrimination or unfairness

We:

• review appeals and complaints to ensure decisions are fair and unbiased

• allow everyone to explain concerns and provide evidence

• use learning from complaints and appeals to improve guidance, training, communication and processes

Roles and responsibilities

Key roles

• Board – sets EDI direction and ensures fairness.

• Executive Leadership Team – leads progress on EDI as regulator and employer.

• EDI Steering Group – oversees commitments and legal duties.

• EDI Team – supports legal compliance and inclusive practice.

• Managers – ensure policy implementation and inclusive activities.

• All employees and partners – act fairly and inclusively in all interactions.