Equality and Diversity

'Equal but different'

Welcome to our web pages on equality and diversity.  These web pages are one of the ways that NHS Telford and Wrekin CCG will communicate and promote equality and diversity across Telford and Wrekin.

We are committed to ensuring that our services are accessible and responsive to the Telford and Wrekin population and are committed to principles of equality and fairness, and the elimination of all forms of discrimination.

We are committed to attracting, retaining and developing a diverse and skilled workforce, so that we can provide high quality effective services. Our vision is to make NHS Telford and Wrekin CCG an inclusive organisation where everyone realises their true potential.

We hope that you find the information which will be contained within these pages informative and helpful.

Equality Act 2010

About the Equality Act 2010

The purpose of the Equality Act 2010 is to bring together discrimination legislation. It also contains new measures to strengthen protection against discrimination.  The Equality Act gives the UK a single Act of Parliament.  It requires everyone to have equal access to employment as well as to private and public services, regardless of age, disability, gender reassignment, marriage or civil partnership, maternity or pregnancy, race, religion or belief, sex and sexual orientation.

What is the public sector Equality Duty?

The public sector Equality Duty, set out in section 149 of the Equality Act, requires public bodies to consider all individuals when carrying out their day to day work – in shaping policy, in delivering services, and in relation to their own employees.  It requires public bodies to have due regard to the need to eliminate discrimination, advance equality of opportunity, and foster good relations between different people when carrying out their activities.

The Equality Duty supports good decision making – it encourages public bodies to understand how different people will be affected by their activities, so that their policies and services are appropriate and accessible to all and meet different people’s needs.  By understanding how their activities affect different people, and how inclusive public services can support and open up people’s opportunities, public bodies can be more efficient and effective.

The public sector Equality Duty consists of a general duty, with three main aims, and specific duties (set out in supporting legislation).

General duty

The general duty aims to:

(i) eliminate discrimination, harassment and victimisation;
(ii) advance equality of opportunity (positive action in recruitment and promotion); and
(iii) foster good relations.

Specific duties

The Equality Act 2010 (Specific Duties) Regulations 2011 came into force on 10 September 2011.

The specific duties help public bodies comply with the Equality Duty.  They do this by requiring public bodies to be transparent about how they are responding to the Equality Duty – requiring them to publish relevant, proportionate information showing compliance with the Equality Duty, and to set equality objectives.  The Government believes that public bodies should be accountable to their service users.  Publishing information about how decisions have been made, and how equality data was used to support those decisions, will open public bodies up to informed public scrutiny.  It will give the public the information they need to challenge public bodies and hold them to account for their performance on equality.

Who does the Equality Duty apply to?

The public sector Equality Duty applies to public authorities and others carrying out public functions, including NHS organisations.  The duty requires public bodies to have regard to the need to tackle discrimination and promote equal opportunities.  When designing and delivering their services, they should consider how they can make the services fair for everyone.  It will also ensure that decision making is based on real life experience and evidence of need, rather than assumptions and stereotypes.

Equality Delivery System (EDS)

The EDS is designed to help NHS organisations improve equality performance, embed equality into mainstream NHS business and is one of the key products to come out of the Equality and Diversity Council (EDC).

The EDS is designed for the NHS by the NHS and is based on:

  • best practice from across industry, including the Equality Framework for local government
  • the views of over 660 people (including patients and staff)
  • reviews and reports on equality in the NHS, including guidance from the Equality and Human Rights Commission (EHRC)
  • learning from programmes such as Pacesetters, Breaking Through and Positively Diverse

Key EDS documents

The following five documents were published during 2012:

Who the EDS covers

The EDS applies to all NHS organisations, both current and planned NHS commissioning organisations, including Clinical Commissioning Groups, and to NHS providers including Foundation Trusts.

What the EDS delivers

By using the EDS, we will be able to meet the requirements of the Equality Act 2010.  The EDS helps the NHS to deliver on:

  • the NHS Outcomes Framework
  • the rights and pledges of the NHS Constitution for patients and staff
  • addressing health inequalities in general, improving outcomes and reducing gaps

The Equality Act 2010 (Specific Duties) Regulations 2011

How are we doing?

Equalities information for Telford and Wrekin

Joint Strategic Needs Assessment

The CCG uses a number of information sources about the local population in Telford and Wrekin to help identify where and how the money received by the CCG should be spent on the health services that the local population needs. The main source of information is via the Joint Service Needs Assessment (JSNA)

The Local Government and Public Involvement in Health Act 2007 placed a duty on Local Authorities and CCGs to undertake a Joint Service Needs Assessment. The purpose of JSNA is to pull together in a single, ongoing process all the information which is available on the needs of our local population (‘hard’ data i.e. statistics; and ‘soft data’ i.e. the views of local people), and to analyse them in detail to identify:

• the major issues to be addressed regarding health and well-being of residents of Telford and Wrekin, and
• the actions that the CCG, Telford and Wrekin Council and other local agencies will take to address those issues.

In addition to the JSNA, Telford and Wrekin Council also publish data on the population living in the area.

Meeting our duty

The following attachments are case studies which provide evidence as to how NHS Telford and Wrekin CCG is currently meeting its duty under the Equality Act 2010.

Next Steps

NHS Telford and Wrekin CCG in partnership with other NHS Trusts across Shropshire, Telford and Wrekin, have used the Equality Delivery System to engage with patient groups to assess whether equalities activity already undertaken by the CCG meets the Equality Duty or whether the CCG needs to do more to embed equalities into its day to day decision making processes.

The CCG has completed a baseline assessment of equality performance with a grading of performance in line with the Equality Delivery System grading guidance and this is attached below:

Equality Impact Assessment

We are legally required to assess whether the services we purchase currently on behalf of our population or the way we plan new services, might have an adverse or negative impact on people who may share on more of the protected characteristics under the Equality Act 2010. The way that the CCG does this is through the use of Equality Impact Assessments.

About Equality Impact Assessments

Under the Equality Act 2010, the CCG has a statutory duty to ensure that all its policies, services and functions are non-discriminatory and do not disadvantage different groups of people who share them, and to promote equality of opportunity and good relations.

Apart from the legal requirement to do so, it is important that people receive fair and equal treatment. The Equality Impact Assessment (EqIA) process also helps the CCG to ensure that discrimination does not take place and that the CCG promotes good relations between employees and other persons of diverse backgrounds.

Undertaking Equality Impact Assessments

The following resources are available for those carrying out assessments: