Equality, Inclusion and Human Rights
The CCG is required by the Equality Act 2010 to work in ways that ensure equality and inclusion is embedded into all of its functions. We recognise that equality and human rights must be central to the way we plan and operate as a public body, an employer and a commissioner of healthcare services.
We understand and recognise that:
- People can experience inequalities, discrimination, harassment and other barriers
- Patients should be at the centre of our decision making, and in partnership we can respond to and deliver high quality, accessible services that tackle inequalities
- We must strive to create and maintain an environment of dignity, tolerance and mutual respect that can be experienced by all our patients, staff and members
Our Vision and Aims
Our Vision is to:
- Create a Community where local people and local Clinicians continue to work together to improve healthcare quality and outcomes
- Ensure that the objectives of the Clinical Commissioning Groups continue to focus on equality in everything we do
Our Aim is to:
- Integrate inclusion and equality considerations into everything we do by becoming an inclusive Organisation and one that listens and responds to the people (Staff, Patients, Stakeholders and Partners) we serve by meeting their diverse needs and successfully addresses local health inequalities
- Deliver on statutory and legal obligations aligning this with our work on Quality, addressing health inequalities by focusing on improving Organisational Performance and reducing health inequalities between people of different protected characteristics
We are required to publish relevant, proportionate information showing compliance annually. The following information outlines how we are working towards integrating equality and human rights into everything we do. We will strive to embed equality and diversity in all key aspects of our commissioning and procurement cycles and employment practices.
There are a number of duties which the CCG as a public body must address:
Public Sector Equality Duty (PSED)
In the exercise of its functions the CCG must have due regard to the need to:
- Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010
- Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
- Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
- The CCG must prepare and publish one or more equality objectives it thinks it should achieve to support the PSED (above). The objectives must be published at intervals of not greater than four years with information updated annually on progress. Each objective must be specific and measurable.
- The CCG must publish information, not later than 31stJan each year, to demonstrate compliance with the PSED. The information published must relate to persons who share a relevant protected characteristic who are:
- Its employees (only when employing 150 people or more);
- Other persons affected by its policies and practices.
Inclusion and Equality Strategy including Equality Objectives
The CCG has legal duties to publish Equality Objectives every four years under the Equality Act 2010. We have been working to develop Equality Objectives that help us establish a strong foundation on which to build future equalities activities.
We have refreshed our Strategy and Equality Objectives and have brought together our Equality and Inclusion Strategy and Equality Objectives into a simplified ‘Strategy-on-a-page’ for 2019-2022.
Publication of Information
As a developing organisation, the level of detail to the information that is currently available to demonstrate how the CCG is complying with the Public Sector Equality Duty continues to be improved.
In meeting the duty to publish information the CCG has collected the following evidence which should provide an understanding of how the CCG is approaching equality and inclusion in its activities and will continue to develop our approach in the coming months.
Equality Delivery System (EDS)
The Equality Act 2010 requires the CCG to report and demonstrate its commitment to the Equality Act 2010 and measure progress against the General duty, focusing on outcomes to be achieved. The Equality Delivery System (EDS) also helps to set specific and measurable goals and helps to inform the CCGs Equality Objectives for 2019 – 2020.
The EDS Evidence Portfolio outlines the progress the CCGs have actively made so far in 2019/20 to meet its Equality Objectives and the Public Sector Equality Duty.
As the CCG employs 124 members of staff, it is not required to produce detailed staff profiles by protected characteristics. This also protects the privacy of employees as any profiles of protected characteristics would allow individuals to be identified.
However, the CCG is committed to ensuring the working environment is inclusive and appropriate support is provided to any member of the organisation that may require it.
The Workforce Race Equality Standard (WRES) was introduced in April 2015 with Trusts required to submit data across the 9 metrics to NHSE each year. Whilst good practice, CCGs were not previously required to submit data to NHSE but to ensure ‘Due Regard’ is given, there is a new requirement from 2019 (see NHS England WRES Technical Guidance Section 5.2) that CCGs’ submit their WRES data to NHS England (NHSE) Strategic Data Collection Service (SDCS) for publication, the timeline for this submission was 30 August 2019.
Many organisations and part of the NHS are already setting aspirational goals for a number of WRES Indicators. Issues of the lack of leadership representation apply as much to the clinical workforce as they do to the non-clinical workforce. Whilst the next part of the WRES strategy focuses upon representation across the Agenda for Change (AfC) bandings, this strategy approach will apply to those NHS staff that do not fall under the Agenda for Change model.
All of the CCGs internal workforce policies have been developed in line with current legislative requirements, including the Equality Act 2010. These policies cover the recruitment, selection and appointment process as well as all aspects of working for the CCG.
In addition, the CCG has developed its Equality Objectives to include working with employees to ensure the CCG is a supportive, respected and fair employer.
For periods where the Specific Duty to produce detailed staff profiles by protected characteristics has been applicable, the following reports provide the profiles of the CCG workforce. The profiles have been statistically analysed to further understand whether any under or over representation across the relevant protected characteristics is significant. In order to protect the identity of individual employees, all of the results have been suppressed if the number is 10 or less. More can be found in the WRES Action Plan 2018-19.
Information relating to activities of the CCG
In order to structure the available evidence that demonstrates how the CCG is working to meet the Public Sector Equality Duty (PSED), the CCG utilised the following guidance;
- Technical Guidance of the Public Sector Equality Duty England, Equality and Human Rights Commission (EHRC) Aug 2014
- Equality Delivery System (EDS) and EDS2, NHS England
Equality and inclusion work is an on-going activity for the CCG that will be consistently incorporated across all of its functions.
The following documents provides examples of how the CCG has continued to develop its approach to equality and inclusion in decisions it makes and how it will be continuing to develop this in line with its strategic priorities and equality objectives.