GOC publishes EDI annual report

The General Optical Council (GOC) has published its Equality, Diversity, and Inclusion annual report, sharing progress across measures taken as a regulator and employer.

The report set out progress made on projects to support equality, diversity, and inclusion (EDI) over the twelve months up to March 2025.

This follows on from the launch of the GOC’s 2025–30 EDI Strategy, which is now in its delivery phase.

In the introduction to the report, Leonie Milliner, chief executive and registrar, explained that during 2024–2025 the GOC began the process of enhancing the quality and scope of its EDI data to make more informed comparisons, identify disparities, and begin to address systemic challenges.

Milliner shared in the report: “The work is ongoing, and it will not always be easy, but our direction is clear: we are building a GOC that is fairer, more inclusive, and better equipped to serve the public and the profession.”

“As we move forward, we remain committed not only to delivering our objectives, but to staying curious, connected, and open to learning,” she added.

Highlighting progress

Highlights from the GOC include completing 21 of 25 of its EDI projects, progressing in meeting its 2024–2025 action plan.

For the third year in a row, the GOC met all 18 of the Professional Standards Authority’s Standards of Good Regulation.

The GOC revised its Standards of Practice from 1 January 2025 to reflect developments in optical practise and public expectations in order to ensure clearer and more consistent standards.

The GOC also carried out research to understand barriers some people face in accessing and using eye care services.

Insight into the profession

The GOC conducted its annual Registrant and Workforce Perceptions survey, suggesting it will use the findings to support its focus on ensuring fairer outcomes, increasing awareness of its regulatory role, and addressing disparities in workplace experience and progression across the sector.

The regulator also launched a working group to investigate potential causes of unfairness in its fitness to practise process.

This group has reviewed the process to identify areas for potential unfairness and undertaken an analysis of existing data to look for differential outcomes – while some high-level trends were identified, it was determined that more detailed and intersectional analysis would be needed.

An external research provider has been contracted to undertake an in-depth analysis. It is expected that the findings of this will be available by September 2026.

Welsh language access

As a public body, the GOC has a statutory obligation to meet the Welsh Language Standards and has continued to embed Welsh language access; the website remains available in Welsh, along with the automated phone system and more than 17 additional documents that have been translated into Welsh.

Internally at the GOC, all staff receive training on the history and culture of the Welsh language and the Welsh Language Scheme, and this remains a part of the EDI induction process.

Internal adaptations

The GOC achieved the Disability Confident Level 2 standard for employee recruitment, and achieved the Bronze TIDEmark award from Employers Network for Equality and Inclusion – placing in the second highest stage of the TIDE roadmap.

The regulator published its gender pay gap analysis for 2024–2025, showing that female employees now earn more on average than their male colleagues at an organisational level. This mainly reflects the shape of the GOC’s workforce, including strong female representation in senior roles, the regulator shared – more detail is included in the report.

The GOC also developed a GOC Management Style document for internal line management.

The GOC achieved 100% attendance at training sessions on structural discrimination and reasonable adjustments, improving understanding of how to support others with disabilities or facing discrimination.

The GOC revised its speaking up policy in line with the Freedom to Speak Up model, promoted by the National Guardians office. A new role of Speaking Up Guardian has been developed, in addition to the GOC’s Speaking Up Champion.

Staff networks held events throughout the year on topics such as LGBTQ+ History Month, equity, representation and access, and social class and social mobility in the UK. The GOC launches an ‘Empower Hour’ as a protected one-hour slot each month for colleagues to focus on network activity.

The GOC has participated in the Get Set Progress internship programme by the Thomas Pocklington Trust, which supports blind and partially sighted individuals into meaningful employment.

Since introducing the internship, the GOC has welcomed two interns who have successfully graduated from the programme.

The report can be read in full on the GOC website.