Equality, Diversity and Inclusivity (EDI) Statement

The Association of Otolaryngologist in Training (AOT) represents all otolaryngology trainees in the UK. We are dedicated to ensuring that trainees from all backgrounds have fair and equal access to opportunities to maximise their training. We pledge to cultivate a diverse and inclusive surgical community and promote a culture of respect and shared values within our organisation and within our speciality.

Equality

AOT recognises that barriers exist for some individuals or minority groups. We pledge to listen to our members and work alongside other organisations and representative bodies to challenge discrimination and bias, and eradicate these barriers. The goal:  fair treatment, equal opportunity, and uniform access to information for all trainees, regardless of their background. We support equal training opportunities for all doctors, regardless of background and regardless of training route chosen.

Diversity

At AOT, we recognise the value of diversity within our community and we are committed to increase representation across all identities and backgrounds. This includes all protected characteristics: age, gender, marriage/civil partnership, pregnancy, disability, race, religion, sex or sexual orientation as well as socio-economic background and education/training history. We do not tolerate any bullying, harassment or discriminatory behaviour and will support any trainee who has been subject to unfair treatment.

Inclusivity

At AOT, we strive to create and maintain an environment where all our members feel safe and valued, and our patients feel represented. We want all trainees to feel included within our wider organisation and will ensure that all meetings, events, courses and panels organised by or affiliated with AOT reflect our priorities on equality, diversity and inclusion.

 

Our Strategy Points and Timeline

• This strategy outlines the AOT vision to advance equality, diversity and inclusivity for our membership and the wider ENT community.

 

• It has been designed with AOT members in mind and informed by the recommendations of the Baroness Kennedy QC Report “An independent review on diversity and inclusion for the Royal College of Surgeons of England.”

 

• In line with this we hope to make it clear to all what we intend to do, and how we will do it. All strategy points will be reviewed and updated annually with a published progress report to maintain transparency and accountability. 

 

• The strategy is designed to be representative, progressive, and accessible and will require both reformative and preventative action going forward. 

 

• The success of this strategy requires an open-minded, collaborative approach. We welcome comments and feedback through via email and pledge to take action to promote positive change.

 

Strategy Point	Objective	Action Points	Timeline
1.     Data gathering	To put into place processes to monitor demographic trends and activities within our membership, activities and events	●      Creation of an online registered members area  ●      Membership Survey ●      Liaison with regional representatives	Review strategy at yearly intervals with a published progress report to maintain transparency and accountability
2.     Representation	Improve representation of members with protected characteristics	●      Social media drive ●      Increase representation at AOT organised events
3.     Engage with members	To understand specific priorities for our membership	●      We will seek out and act upon EDI feedback at all our affiliated events ●      Offer advocacy workshops and focus groups for underrepresented groups including: international graduates, LGBTQ+, non-trainee members, parents, carers, less-than-full-time doctors and surgeons
4.     Engage with other organisations	To uphold EDI standards across the ENT and wider medical and surgical communities and allow our membership to benefit from a wider range of opportunities and support networks	●      Continue to maintain working relationships with ENT-UK, Specialist Advisory Committee in Otolaryngology, Education and Training Committee, the Intercollegiate Exam Board, the Royal Society of Medicine sections, the Association of Surgeons in Training. ●      AOT will demand diversity and compliance with EDI principles (e.g avoidance of  “manels”/”wanels”, faculty diversity) at endorsed/advertised/affiliated events and courses
5.      Combat bullying and sexual harassment	To support any member who has experienced discrimination, bullying or harassment	●      AOT will provide a support platform/guidance for members experiencing discrimination, bullying or harassment ●      Liaise with other organisations to enforce a zero-tolerance attitude to bullying and harassment ●      AOT will provide feedback to relevant bodies where bullying or discrimination is evident
6.     Reduce barriers to education activities	Improve the accessibility of AOT endorsed educational events with particular attention to cost, location, timing.  Offer parents same access, opportunities, training as non-parents	●      Where possible we will try to vary the location of AOT endorsed events ●      AOT Conference will avoid school holidays and key religious dates where possible ●      AOT events will support the provision of delegate-specific needs e.g hearing/sight/mobility aids, breast-feeding area etc
7.      Review AOT Committee	To maximise the diversity, inclusivity and representation of the committee	●      Reform the AOT election process to allow all members the opportunity to vote ●      All AOT committee members should undergo EDI training