Corporate report

MHRA equality objectives: 2023 to 2027

Published 5 July 2023

1. Introduction

The MHRA core purpose is to use ‘scientific expertise, support for innovation and the risk-proportionate regulation of medical products, to protect and improve public health across the UK.’ One of our strategic objectives is to maintain public trust through transparency and proactive communications. We deliver for patients by ensuring that they have a say in how we work, our decision-making and are involved in the designing of our services. The Public Sector Equality Duty (PSED) in section 149 of the Equality Act 2010 requires us to take account of equality when shaping policy and delivering services. Policy makers and decision makers, including Ministers, must have due regard to the following three equality aims set out in the PSED when developing or changing any policies or services that impact people:

• eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Act
• advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it
• foster good relations between people who share a relevant protected characteristic and those who do not share it

Documentation detailing how decisions have been reached is required to demonstrate compliance under the duty, including a record of how a policy was considered under the specific matters set out in section 149 of the Act.

Advancing equality of opportunity involves considering how our decisions can remove or minimise disadvantages suffered by people due to their protected characteristics; take steps to meet the needs of people who share a particular protected characteristic, where those needs are different from the needs of those who do not share that protected characteristic; and encourage people with particular protected characteristics to participate in public life or in other activities where their participation is disproportionately low.

The ‘protected characteristics’ covered by the Equality Act are age, disability, gender reassignment, pregnancy and maternity status, race, religion or belief (including lack of belief), sex, sexual orientation and marriage and civil partnership status (only in respect of eliminating unlawful discrimination).

The equality duty aims to embed consideration of equality into the day-to-day business of public authorities. It requires organisations to consider how they could positively contribute to the advancement of equality in the design of policies and the delivery of services. This makes good business sense as organisations that can meet the diverse needs of its users and employees are likely to achieve their objectives more efficiently. Decisions taken without considering their impact on different groups can result in greater inequality and poor outcomes. Proper consideration of equality issues on the other hand, is more likely to result in increased user satisfaction with services that are also more efficient and cost-effective.

2. Equality Objectives 2023 to 2027

The agency will work towards achieving the following high-level equality objectives in the next 4 years.

We aim to build an inclusive culture which values and respects diversity, where everyone can achieve their potential. As an employer we are also committed to the Civil Service ambition to become the UK’s most inclusive employer.

We will continue to build and develop our relationships with all stakeholders, patients, and the public, including those that represent groups with protected characteristics, to improve our functions and services.

We will improve our understanding of the Public Sector Equality Duty to make better policy decisions to improve public health.

We will ensure compliance across the agency with the Public Sector Equality Duty and evidence throughout the policy development process, how we have paid due regard to it.

We will increase leaders’ understanding of the PSED and their engagement with the PSED. By highlighting and promoting the importance of equalities, leaders will develop confidence to recognise and appropriately respond to inequality issues.

We will strive to make our evidence for decision making as inclusive and representative as possible.

3. Requesting further information

If you would like to find out more about how the agency met its equality duty in respect of a policy or decision, you can make a request under the Freedom of Information Act 2000 by emailing info@mhra.gov.uk or by addressing your correspondence to:

MHRA Freedom of Information Team
10 South Colonnade
London
E14 4PU
United Kingdom