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 CCG published its Annual Equality Report in March 2019 this report sets out the CCG’s commitment, key actions and annual progress update. Previous reports can also be found in the relevant section below. Each report includes an update on progress against the EDS2 framework and the CCG’s Equality Objectives. 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.
The CCG has recently reviewed and updated its Equality Objectives for the next three years. (2018-21) Updates will be published on progress on this website going forward.
- The CCG to work towards a comprehensive understanding of the barriers to accessing services experienced by patients. To work to reduce the barriers identified with partner organisations and stakeholders.
- The organisation will ensure that due regard is given to the needs of the CCG’s population during service change, including vulnerable groups, through effective engagement aligned with the profile of the population affected by particular changes.
- The organisation will use the findings from the NHS Workforce Race Equality Standard, Workforce Disability Equality Standard and the Staff Survey reporting requirement to inform a broader action plan to develop inclusive, supportive values and competencies across the workforce.
- The CCG’s leadership will, as system leaders, continue to champion improved outcomes for vulnerable groups and tackle health inequalities across Wolverhampton and the Black Country.
The CCG’s previous objectives (2014-2018), which have now been finalised are included below:
- 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
Two update reports on these objectives can be found below:
Public Sector Equality Duty (PSED) Compliance
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:
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.
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 30 March 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
Annual Equality reporting (including 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 against Equality, Inclusion and Human Rights.
In meeting the duty to publish information NHS Wolverhampton CCG in previous years has published a separate Equality & Inclusion Annual Reports, in 2017 the CCG published an EDS2 template containing the same information. The 2018 report is published below
- Annual Equality Report (2019)
- Annual Equality Report (2018)
- EDS2 report 2017
- Annual Equality Report (2016)
- Annual Equality Report (2015)
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
Workforce Race Equality Standard (WRES)
The NHS Workforce Race Equality Standard has been in place for a number of years and places obligations on both Commissioners and Providers of services. CCGs and Provider organisations are required to publish an annual date template showing outcomes for White and BME staff and develop action plans to address any issues that emerge. The CCG is also required to monitor and assure itself that those organisations providing services on its behalf have met their duties.
The CCG’s reporting template and action plans can be found below:
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.
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