Equality & Diversity

Equality, Diversity and Human Rights

East Leicestershire and Rutland Clinical Commissioning Group (ELR CCG) is committed to eliminating discrimination, advancing equality of opportunity and fostering good relations between different groups of people as set out in our latest Equality and Inclusion Strategy 2017 – 2021. 

Equality Act 2010

The Equality Act was introduced in 2010 to make it easier for people and organisations to understand discrimination law. The Act provides protection to groups of people who may be discriminated against because of certain characteristics they share. It provides a legal framework to protect the rights of individuals and advance equality of opportunity for all. The characteristics (groups) protected by the Equality Act (2010) include:

  • Age
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Race
  • Religion or Belief
  • Sex (Gender)
  • Sexual Orientation
  • Pregnancy and Maternity

Within ELR CCG, we also consider the healthcare needs of other vulnerable groups, such as carers and consider health inequalities associated with social deprivation.

  • 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

Health and Social Care Act (2012)

ELR CCG has a legal duty under the Health and Social Care Act (2012) to reduce inequalities between patients regarding their ability to access health services, and to ensure that services are provided in an integrated way. The Act also places duties on the CCG to promote the NHS Constitution, to enable choice, and to promote patient, carer and public involvement in shaping health services.

To do this effectively, ELR CCG works with its partners to reduce health inequalities among those in the greatest need and embeds this requirement into its health and wellbeing strategies. The CCG is also required to demonstrate how it provides culturally sensitive services and ensures all patients can exercise choice and be involved in decision making.

Additionally, the CCG is required to consider how it proposes to pay due regard to the need to reduce inequalities in its annual commissioning plan and must include an assessment in its annual report to explain how effectively the CCG has paid due regard in its work.

For more information, please see the Health and Social Care Act (2012).

ELR CCG Equality Objectives 2016-2018

The Equality Act (2010) sets out specific duties which require the CCG to publish information annually on how it is meeting the Public Sector Equality Duty and, every 4 years, to produce a set of Equality Objectives.

The CCG published its first Equalities Objectives for 2013-15, which were approved by its Governing Body in October 2013, and were subsequently reviewed and updated to provide a specific focus on areas of further development in line with our Commissioning Intentions and Operational Plan.

The latest Equality Objectives for the CCG were approved by the Governing Body in March 2016, and subsequently approved to be carried forward for the duration of the Equality and Inclusion Strategy 2017 – 2021.

Equality and Inclusion Publications

In meeting the duty to publish information, the CCG has collected information and evidence on an annual basis, which should provide an understanding of how the CCG is approaching equality and inclusion in its activities. Activity to date has been summarised below:

  • Each year, the CCG publishes an Equality and Inclusion Annual Report which includes some examples that demonstrate how the CCG is considering equality and inclusion issues in its activities:

Equality and Inclusion Annual Report 2016/17

Equality and Inclusion Annual Report 2017/18

Equality Delivery System (EDS2)

The Equality Delivery System (EDS2) is a national toolkit mandated by NHS England that supports CCGs to provide better working practices and environments that are free from discrimination.

It helps us understand how well we are responding to the equality issues that matter most to patients and staff. It also tracks CCG performance against national benchmarks, including the CCG Assurance Framework.

Between August and October 2015, an EDS2 grading exercise took place with external stakeholders to review and grade a number of executive summaries. The stakeholder group included representation from LOROS, Leicester LGBT Centre, Vista Blind, Action Deafness, The Swagat Group, The Alzheimer’s Society, The Carers’ Centre, Healthwatch, and The People’s Forum.

The results of the grading group were collated and published in October 2015. Further updated equalities information was published in our EDS2 High Level Summary 2015-16.

Workforce

As at March 2018, the CCG employed 92 members of staff and, therefore 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 may 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 CCG’s internal workforce policies have been developed, and continued to be updated, 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 developed its organisational vision and values to support continued organisational development in supporting and valuing the diversity of its employees and creating an inclusive working environment.

NHS Workforce Race Equality Standard (WRES)

In 2015, NHS England introduced the Workforce Race Equality Standard (WRES). The WRES was introduced to enable employees from Black and Minority Ethnic (BME) backgrounds to have equal access to career opportunities and receive fair treatment in the workplace.

The WRES requires NHS organisations to demonstrate progress against a number of indicators of workforce equality. Implementation of the WRES is a requirement on both NHS Commissioners and NHS Provider organisations. The main purpose of the WRES is to:

  1. Help local and national NHS organisations to review their data against the nine WRES indicators
  2. Produce an action plan to help close the gaps in workplace experience between White and Black and Minority Ethnic (BME) staff
  3. Improve BME representation at Board level of the organisation

As the CCG has two roles in relation to the WRES (i.e. as commissioners of NHS services and as an employer), the CCG collated the attached WRES information 2017-18 in August 2018 in relation to its workforce, which was approved by the Governing Body in September 2018, as well as assurance received from its service providers.

Equality Impact and Risk Assessments (EIRA)

The CCG previously used Equality Impact Assessments (EIA) and Quality Impact Assessments (QIA) or screenings help us assess the likely (or actual) effects of our policies on our patients in respect of the protected characteristics, and whether there are positive or adverse quality and safety considerations for our patients and staff. The CCG currently uses an online EIRA for this purpose to ensure that equality and inclusion is embedded across the organisation, for which final documents will be uploaded in due course. In the meantime, existing EIAs / QIAs can be found here.

Accessible Information Standard

From 1 August 2016 onwards, all organisations that provide care or adult social care are legally required to follow the Accessible Information Standard. CCGs are expected to give consideration to this duty and ensure that their providers are meeting this standard.

The Accessible Information Standard aims to make sure that people who have a disability, impairment, sensory loss, or varying communication needs are provide with information that they can easily read and understand, or receive the support they require to be able to communicate effectively with health and social care services.

Further information about the Accessible Information Standard can be found on the NHS England website.

Modern Slavery and Human Trafficking Statement

The Modern Slavery Act came into force in March 2015. The main thrust of the Act focusses on illegal activity in the UK; however, the legislation also looks at the potential for slavery down the supply chain outside of the UK. The Act has direct implications for businesses operating in any sector in the UK.

As a public sector organisation, ELR CCG has a legal and moral responsibility to ensure that it implements the requirements of the Act. This statement identifies the steps the CCG has taken to ensure that slavery and human trafficking is not taking place in our business or our supply chains.

This statement sets out the steps that the CCG has taken to ensure that slavery and human trafficking is not taking place in our business or our supply chains.

Trade Union (Facility Time Publication Requirements)

The Trade Union (Facility Time Publication Requirements) regulations 2017 require relevant public sector organisations to report on trade union facility time, which is paid time off for union representatives to carry out trade union activities. In 2017/18, the CCG did not have any trade union representatives in the workforce, therefore no facility time was paid.

The CCG liaises and works with Commissioning Support Unit trade union representatives and area/regional representatives from those recognised unions whose time will be recorded with their employing authority.