Welsh Dental Committee newsletter: July 2026

National honours are awards granted by the Monarch, on government advice, to recognise people who make outstanding contributions to the UK, their community, or their profession. They are given to individuals who achieve in public life, show long-term service, improve others’ lives, or make a significant impact in their field.

WDC would like to encourage the dental profession to nominate colleagues who have achieved such an impact.

Contributions span health, education, public service, voluntary work, science, business, the arts and more. The honours system includes Orders such as MBE, OBE and CBE, as well as knighthoods, damehoods, medals and decorations for service or bravery. 

Anyone can nominate someone, and nominations are reviewed by an independent committee before going to the Prime Minister and then the King for approval. Honours are awarded on merit, celebrating both high-profile achievements and grassroots service as a mark of national appreciation.

At our recent meeting we reviewed our workplan, reflecting on work completed, work ongoing, and items which need to be instigated or revisited. 

Our constitution, membership and processes are now robust, and applied consistently, in line with our mission statement. 

We have produced 3 detailed position statements, published on our webpage.

We will await information about priorities of the new Welsh Government before producing any new statements. 

Priorities identified for coming WDC meetings include: 

• Community by Design 
• Mental Health & Wellbeing in Dentistry 
• New leadership for Cardiff School of Dentistry 
• Antimicrobial Resistance 
• Regulation of Dental Devices

WHO issued the guideline in March 2026, providing evidence based recommendations regarding safe, less invasive and environmentally friendly oral health care for preventing and managing dental caries using mercury-free dental products.

Some of the recommendations are:

• population level prevention:
  • reduction in sugar consumption
  • toothbrushing with fluoride toothpaste
• clinical interventions to prevent dental caries: 
  • fluoride varnish
  • silver diamine fluoride
  • fissure sealant
• non-amalgam restorative interventions: 
  • GI cements
  • resin-based composites
• pral health care for vulnerable populations( children, adolescents, pregnant & breastfeeding women): 
  • limit use of resin-based materials containing BPA derivatives
• safe occupational handling and application of resin-based composites

WDC is supportive of the WHO guideline. It complements the WDC’s position statements on oral health inequalities, dental services to vulnerable population groups and sustainability (Greener Dentistry).

Some of the comments from WDC members were:

• reinforces the phase-down and phase-out of amalgam in line with international commitments.
• requires stronger prevention-focused policy, prioritising fluoride varnish, SDF, and sealants.
• does not support the use of amalgam in special care dentistry where it is commonly used under GA - will require additional consideration.
• the guidance is scientifically credible and strongly validates a prevention-led model however it does not address longevity concerns of current amalgam alternatives such as composite.
• reduces mercury pollution, supporting wider environmental goals. Introduces new environmental concerns (plastics, BPA, wastewater contamination).
• need to monitor safety (BPA exposure and occupational risks). WHO highlights need for ongoing evaluation and evidence generation, which aligns with these agencies.
• helps support best practice in GDS as well as informing D2S and management of caries in older people.
• technique implications: composites are more technique-sensitive, require isolation and longer appointments. CDS benefits: minimally invasive options (For example, SDF) well suited to paediatric, special care, and outreach patients (potential to reduce need for GA in some caries case)
• replacement frequency and restoration failure goes against the Minimally Invasive (MI) ethos so training needs should be addressed alongside recall rates as failure of adhesive materials can have an effect on the tooth also
• training already available and is being taught at undergraduate level. Needs a cultural change rather than additional education (real opportunity to drive skill mix)

Edmund Proffitt is Chief Executive of the British Dental Industry Association. At our recent meeting, Edmund gave an update on the global phase out of amalgam.

The global amalgam market is undergoing irreversible decline, driven by international environmental regulation, particularly the Minamata Convention and EU mercury legislation. Over the past decade, policy has shifted from “phase down” to a clear direction of global phase-out, now anticipated by 2034.

Across Europe, regulatory changes effective from January 2025 restrict use to strictly justified clinical cases, alongside bans on manufacture and export, tightening supply conditions. This has significantly reshaped the supply chain. Amalgam sales in Europe have fallen by around 90%, with only one major supplier now dominating the UK market.

Production has become concentrated, with supply increasingly dependent on a small number of manufacturers operating within a declining market. While current indications suggest supply can be maintained in the short to medium term for essential clinical use, long-term availability is uncertain as demand falls and economic viability reduces.

Cost pressures are also emerging, with rising raw material prices, particularly silver, driving price increases of up to 50% to 60%. Overall, the market is transitioning steadily toward alternative materials, with no expected sudden supply “cliff edge,” but a gradual and managed decline.

Public Health Wales have recently undertaken a review of the proportion of the child population seen for dental care between 2019 and 2025.

Access to routine care is improving but has still not recovered to pre-pandemic levels.

Access for routine care is greater in less deprived areas than in the most deprived areas, where dental caries is most prevalent.

The proportion of children accessing urgent care has risen significantly since 2022, within the most deprived populations.

NHS dental services remain hard to reach for many children, including those who need prevention and treatment.

Resilience and public value

Departing Head of School, Professor Nicola Innes, reflects on the last 6 years and her tenure in the role.

The School of Dentistry makes a major civic contribution through patient care, workforce training and service provision for the NHS. Beyond financial value, its impact includes improved oral health outcomes, reduced inequalities and long-term benefits to population health in Wales.

The School demonstrated exceptional resilience during the COVID‑19 pandemic and periods of central University instability. Despite uncertainty surrounding finances, structures and timelines, students experienced continuity, clinics remained operational and research activity progressed.

Education, workforce development and clinical excellence

Over the past 6 years, the School of Dentistry has consistently delivered high-quality education and strong workforce outcomes despite increasing external pressures. Students have performed above the UK average in national surveys, reflecting excellent preparation, confidence and clinical competence. A major success has been the significant rise in Welsh domiciled undergraduates, now approaching half of all entrants, supporting long-term workforce sustainability in Wales.

The School has maintained strong partnerships with HEIW, Medr, NHS organisations and regulators, with quality affirmed through a highly successful General Dental Council inspection.

The School has embedded values-based leadership with a visible commitment to inclusion and belonging. Achieving the Silver Athena SWAN Award reflects institutional maturity, robust self-assessment and a sustained commitment to equality and diversity, supported by meaningful action and not just symbolic measures.

The School delivers substantial clinical value, providing £3 to £4 million annually  in patient care through undergraduate activity alone. This supports access to treatment, prevention and care for vulnerable populations.

Research performance and academic reputation

The School has sustained active research and scholarly output despite challenging conditions. International standing has strengthened, evidenced by improved QS World University Rankings, moving from outside the global top 50 to securely within the top 50 dental schools worldwide (global position 34 last year and 41 this year). This reflects research quality, teaching reputation, clinical excellence and enhanced external engagement.

Vaseekaran Sivarajasingam succeeds Professor Innes as the new Head of School.

Deputy CDO, Mostafa Hassaan provided an update on EDI in Dentistry outlining how equality, diversity and inclusion (EDI) is embedded within the legal, policy and operational framework governing dentistry in Wales, positioning it as a statutory and strategic priority rather than an optional initiative.

The Equality Act 2010, supported by the Welsh Specific Duties and the Socio-economic Duty, requires public bodies, including NHS dental contractors, to eliminate discrimination, advance

equality, and reduce inequalities of outcome. Local Health Boards can therefore enforce EDI requirements contractually. Importantly, while positive action is lawful to improve representation, utilising quotas in recruitment remains unlawful.

The Wellbeing of Future Generations (Wales) Act reinforces this by mandating long-term, preventive and collaborative approaches. Its goals, particularly “A More Equal Wales” and “A Healthier Wales”, directly link EDI to reducing oral health inequalities, making equitable access and outcomes central to dental service delivery.

The Anti-Racist Wales Action Plan (ArWAP) signals a shift from general diversity to actively addressing systemic racism. Recent updates emphasise measurable outcomes, accountabilityand improved ethnicity data. Early evidence demonstrates impact, including reduced disciplinary cases and improved workforce processes.

Measurement frameworks are evolving, with the Workforce Race Equality Standard (WRES) expanding into the broader Workforce Equality Standard (WES). This incorporates all protected characteristics, intersectionality and socio-economic factors, enabling better identification of disparities and more targeted interventions. Evidence suggests that fairer workplaces improve staff retention, wellbeing and patient care.

Beyond race, significant inequalities persist across multiple domains. Women comprise most of the dental workforce but are underrepresented in senior roles, with a gender pay gap of 9.7% in Wales. Disability, LGBTQ+ inclusion, Welsh language provision and socio-economic inequalities also present challenges, affecting both workforce experience and patient access.

Procurement and contracting are key levers for change. The Social Partnership and Public Procurement (Wales) Act 2023 enables Health Boards to require EDI compliance in contracts, including workforce data reporting, training and fair employment practices.

Key challenges remain around data quality, governance, workforce representation and pay transparency. The challenge to the dental profession now is determining how to embed intersectional data, strengthen accountability and ensure dental reform actively reduces health inequalities.

If you have any queries or thoughts about the work of the Welsh Dental Committee, please contact:

• Chair, Adam Porter: adam.porter2@wales.nhs.uk
• Vice Chair, Jonathan Carter: chairgwentldc@gmail.com
• Secretary, Rebecca Evans: rebecca.evans034@gov.wales