Equality, Diversity and Human Rights
NHS East Leicestershire and Rutland Clinical Commissioning Group (CCG) is committed to eliminating discrimination, advancing equality of opportunity and fostering good relations between different groups of people as set out in the CCG’s Equality and Diversity Strategy 2012 – 2015, which is currently under review.
As an authorised public sector organisation the CCG is required by the Equality Act 2010 to work in ways that ensures equality and inclusion is embedded into all of its functions. There are a number of duties which the CCG must address:
1. Public Sector Equality Duty (PSED)
In the exercise of its functions the CCG must have due regard to the need to:
a. Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
b. Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
c. Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
2. Specific Duties
a. 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 not later in October each year; and at intervals of not greater than four years. Each objective must be specific and measurable.
b. The CCG must publish its equalities information, not later than 31 January each year, to demonstrate compliance with the PSED (above). 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.
As a new and 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.
The CCG published its Equalities Objectives for 2013-15, which were approved by its Governing Body in October 2013. As part of our on-going work to progress equality, these have been updated as evidence of current progress. The approved equalities objectives and progress update can be viewed here: The Equality Objectives for 2013 – 2015: update on progress as at January 2015.
The equality objectives previously approved by the Governing Body were reviewed and built upon for the next two years. The revised objectives provide a specific focus on areas for further development in line with our Commissioning Intentions and Operational Plan, which were approved by the Governing Body in March 2016.
Publication of Information
The CCG became an authorised public sector organisation on 1 April 2013, in line with the re-organisation of the NHS brought about by the Health and Social Care Act 2012.
As a new and developing organisation, the level of detail 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 evidence which should provide an understanding of how the CCG is approaching equality and inclusion in its activities. The table of evidence for 2013 and 2014-15, which you can open here Equalities Information for publications 30 Jan 2014, demonstrates how the CCG began its approach to equality and inclusion and how it would be continuing to develop this in line with its strategic priorities and equality objectives. This was approved by the Governing Body at its meeting in March 2015.
As part of this process, the CCG met with a group of external stakeholders between August and October 2015, to review and grade a number of Executive Summaries (ELR CCG EDS2 Summaries – 19.10.15) that were based on the table of evidence. The Group included representation from LOROS, LGB&t, Vista Blind, Action Deafness, The Swagat Group, the Alzheimer’s Society, The Carer’s Centre, Healthwatch, and The People’s Forum. The results of the Grading Group were collated and presented to the Executive Management Team in November 2015. These can be viewed here: EDS2 – Grading Exercise – Oct2015.
The table of evidence presenting equalities information for 2015-16 can be also be viewed EDS2 High Level Summary 2015-16 – v11.1 – 7.6.16 (FINAL). The CCG is in the process of arranging an External Grading Group in August 2016 to review and grade the performance of the CCG for 2015-16. Further details to be provided in due course.
As at the end of March 2016, NHS East Leicestershire and Rutland CCG employed 109 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.
NHS Workforce Race Equality Standard (WRES) was made available to the NHS from April 2015, and included in the NHS standard contract from 2015/16. The main purpose of the WRES is to help local, and national, NHS organisations to review their data against the nine WRES indicators, to produce action plans to close the gaps in workplace experience between White and Black and Ethnic Minority (BME) staff, and to improve BME representation at the 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 has collated the attached WRES Template Version 8 Published 01.08.16 information in relation to its workforce, as well as assurance received from its service providers in July 2016.
All of 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 has 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.
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), Jan 2013;
- Equality Delivery System (EDS) and EDS2, NHS England, Nov 2013.
Equality and inclusion work is an on-going activity for the CCG that will be consistently incorporated across all of its functions.