Equality, Inclusion and Human Rights Commitment and Strategy
Wolverhampton CCG is committed to design and implement policies, procedures and commission services that meet the diverse needs of our local population and workforce, ensuring that none are placed at a disadvantage over others.
The 'Equality & Diversity Strategy (2013 - 2017)' sets out the CCG’s intentions around Equality and Human Rights (EIHR). The CCG has recently set its own five year plan following on from the NHS Five Year Forward view. This strategy, combined with the CCG’s Equality Commitment, details the strategic intentions designed to ensure that EIHR remains at the heart of what we do. By doing so, the CCG ensures the best possible outcomes for the local community; CCG staff and especially those seldom heard groups who experience Health Inequalities.
The CCG has an obligation to understand and take action to reduce Health Inequalities for the population they serve as part of the requirements of the Health and Social Care Act 2012.
- To ensure that Leadership and Governance arrangements persist in offering high level assurance of equality.
- Equality approaches are effectively included in key mechanisms of commissioning (such as business case development, procurement, contracting).
- Equality Analysis becomes part of our organisational processes so that projects, policies, strategies, business cases, specifications and contracts have all been developed in consideration of equality, diversity and human rights issues.
- To apply Goals 1 and 2 of the Equality Delivery System to an average of at least three patient pathways for each year of the strategy, and to demonstrate year on year improvements for Goals 3 and 4 (Staff and Leadership).
- To regularly review and update the strategic action plan and equality objectives (on at least an annual basis) to ensure that it is providing appropriate targets for development and improvement.
- To ensure all CCG staff receive basic training to ensure awareness of Equality Act 2010 responsibilities and the NHS Constitution, and that specific training on Equality Analysis and the Equality Delivery System is targeted to all staff who are involved in these processes.
- To ensure that Equality and Diversity forms an ongoing part of our leadership and organisational development programmes.
- To ensure that Equality and Diversity approaches are fully included in our engagement of people who use services and in our work with strategic partners and other stakeholders.
- Improve accessibility of information and communication for people from statutorily 'protected groups' and other disadvantaged
document View the Equality objectives closedown 2016-2017 here (112 KB) . New objectives will be published March 2018, in line with the new legal timeline. Any outstanding actions will be included within the new objective activity.
Public Sector Equality Duty (PSED) Compliance Publication 31 January 2018
As an authorised public sector organisation, Wolverhampton CCG is required by the Equality Act 2010 and Human Rights Act 1998 to work in ways that ensure equality and inclusion is embedded into all of its functions.
It is the intention of the CCG to eliminate unfair and unlawful discriminatory practices in line with current equality and Human Rights legislation.
There are a number of duties which the CCG must address:
Public Sector Equality Duty (PSED)
1. 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.
Specific Duties of the CCG
2. The CCG must prepare and publish one or more equality objectives at intervals of not greater than 4 years and each objective must be specific and measurable.
3. The CCG must publish information, not later than 31st January each year, to demonstrate compliance with the PSED. The information published must relate to persons who share a relevant protected characteristic who are:
a. Its employees (only when employing 150 people or more)
b. Other persons affected by its policies and practices
Workforce Race Equality Standard (WRES)
WRES reporting 2017
NHS England have mandated WRES for all NHS commissioners, and their larger provider partner organisations (where the combined contract value exceeds £200K pa) from April 2015.
Workforce ethnicity data at 1 April 2015 and annually is gathered and publicly displayed into the NHS England reporting template onto CCG and their provider partner organisation respective websites by 1 July 2015 and annually thereafter.
There are 9 Indicators or metrics which can be found within the reporting template and within the latest NHS England Technical Guidance document.
Simon Stevens, Chief Executive of NHS England, said: “The Five Year Forward View sets out a direction of travel for the NHS – much of which depends on the health service embracing innovation, engaging and respecting staff, and drawing on the immense talent in our workforce.
“We know that care is far more likely to meet the needs of all the patients we’re here to serve when NHS leadership is drawn from diverse communities across the country, and when all our frontline staff are themselves free from discrimination. These new mandatory standards will help NHS organisations to achieve these important goals.”
Roger Kline, Research Fellow at Middlesex University Business School, who led the development of the standard, said: “The evidence is clear that treating all healthcare staff fairly and with respect is good for patient care. When black and minority ethnic staff, who make up a large minority of nurses, doctors and other NHS staff, are treated fairly it improves patient experience and patient safety. The Workforce Race Equality Standard encourages, and where necessary requires, all NHS providers to treat all black and minority ethnic staff fairly and ensure their full talents are used. It is good news for patients and for staff that NHS organisations have adopted this ground breaking evidence-based approach”.
The WRES technical guidance document and all other WRES resources are available via the following link. Further information can be found by following the link here to the NHS England WRES webpage.
Equality Delivery System2 (EDS2)
The EDS was developed as a product by the Equality and Diversity council of the NHS Commissioning Board (now NHS England). More information about the EDS can be found here https://www.england.nhs.uk/about/equality/equality-hub/eds/
The Equality Act 2010 requires NHS Clinical Commissioning Groups to annually publish information which demonstrates the progress being made by CCG’s in continuing to comply with the Act covering the duration of April 2016 to 31 March 2017.
In meeting the duty to publish information NHS Wolverhampton CCG in previous years has published a separate Equality & Inclusion Annual Report 2015 to 2016. For this year’s submission the CCG has produced the following evidence portfolio which should provide an understanding of how the CCG is approaching equality and inclusion in its activities.
A copy of the Wolverhampton CCG EDS2 return can be found by clicking this click. The overall grading is ‘Developing’.
The goals and outcomes of EDS2
- EDS Goal 1: Better Health outcomes for all
- EDS Goal 2: Improved patient access and experience
- EDS Goal 3: Empowered, engaged and well support staff
- EDS Goal 4: Inclusive Leadership for all levels
For more information, please contact firstname.lastname@example.org