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Equality and Diversity

The role of equality and diversity is central to our values, processes and behaviours. We are committed to eliminating unlawful discrimination, to promoting equal opportunities within the way we commission healthcare services and to develop a diverse, well-supported workforce that reflects the population we serve.

High Weald Lewes Havens CCG has a statutory requirement as a public sector body to meet the legal duties as required by the Equality Act 2010. The CCG is subject to the Public Sector Equality Duty arising from section 149 of the Equality Act 2010. The General Duty requires the CCG to:

  • Eliminate unlawful discrimination, harassment and victimisation
  • Advance equality of opportunity between different groups
  • Foster good relations between different groups.

 The specific duty requires the CCGs to publish an annual report to show how it has paid due regard to the needs of nine protected groups in meeting the General Duty.

The CCG is also subject to the duty to reduce health inequalities. This duty arises from the Health and Social Care Act 2012. 

NHS England has developed a variety of tools to support health service organisations to meet the Public Sector Duty including Equality Delivery Systems 2 (EDS2) framework and the Workforce Race Equality Standard (WRES). With effect from April 2018, it is anticipated that a Workforce Disability Equality Standard will also come into force. At present, the NHS standard contract service conditions require NHS providers to implement EDS2 and WRES to ensure equity of access, equality and non-discrimination in all the services they provide on behalf of the commissioner. The CCG via the commissioning and performance monitoring processes is required to ensure that the providers are meeting contract conditions relating to equity of access, equality and non-discrimination.         

The CCG reviews its workforce and staff survey data on an annual basis and produces an Workforce Race Equality Standard (WRES) report and associated action plan. Due to low staff numbers and confidentiality, the CCGs WRES report cannot be published. The action plan can be found here.

The CCG endeavours to lead by example and to be inclusive so that service users have equal access to services and that equity is embedded within the services it commissions. It works to deliver equal opportunities and equal health outcomes, regardless of age, disability, race, sex, marriage and civil partnership, pregnancy /maternity, religion or belief, sexual orientation and gender reassignment. In addition, the CCG is focused on addressing health inequalities associated with socio-economic factors. It takes all opportunities to link promotion of equality with corresponding reduction known health inequalities and improved outcomes and experiences for disadvantaged groups.  

Documentation

Our equality and diversity annual report describes how we aim to achieve our equality objectives, how we have addressed issues in the past year and set out our plans for the future. Current equality objectives, and our equality and diversity performance against them, are detailed in the latest report (January 2017) which can be located here (for Appendix 2 please click here).

The EDS2 reporting template is a national template provided by NHS England, which all NHS organisations complete and publish on their website. NHS High Weald Lewes Havens CCG completed template for 2016/17 can be found here:  EDS2 Summary Report.

More information about EDS2, provided by NHS England, can be found here.

In addition to completing the EDS2 framework, the CCG monitors its workforce in accordance with the Workforce Race Equality Standards and monitors providers assurance in relation to their Equality and Diversity duties

Equality Objectives

 The CCGs equality objectives for 2014-2018 can be located in the table below.

These objectives are specific and measurable, and will be reviewed every four years. They make sure that we focus on the outcomes, achieving them through advancing equality rather than simply completing the necessary paperwork to evidence legal compliance.

Objective

EDS2 Goal

1.      Embed equality into operational environment

Goal 1: Better Health Outcomes for All

2.      Supporting the Development of Staff

Goal 3: Representative and Supported Workforce

3.      Review and improve information to ensure it is understandable and accessible to all groups

Goal 2: Improved Patient Access and Experience

4.      Improve access to services

Goal 2: Improved Patient Access and Experience

5.  Governing Body and Staff Leadership of Equality and Diversity Ethos

Goal 4: Inclusive Leadership

 

Equality and Diversity Working Group 
We have successfully established an Equality and Diversity Working Group which is chaired by the Chief Operating Officer; vice chair is the Associate Director of Operations. Membership includes the Head of Corporate Services, who is also the Equality and Diversity lead for the CCG. The group also includes the governing body member responsible for equality and diversity and staff representation.

We have adopted Terms of Reference for the group, which routinely meets at least four times per year. The terms of reference can be found here.

Equality Impact Assessments

HWLH CCG has a legal duty to ensure that we have complied with equality duties and to ensure that any decision made does not unfairly discriminate.

To ensure this we carry out robust equality assessments and consult those who are involved as part of the decision-making process.

As well as being a legal obligation under the Public Sector Duties, equality analysis is an invaluable tool to assist the CCG in ensuring that the interests of all are properly taken into account when difficult choices about resources are required.

 

Useful Links

More Information

If you have any questions or comments about our approach to equality and diversity please contact our Equality and Diversity lead, 

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