Equality, Inclusion and Human Rights 2019/20

Lincolnshire West CCG is committed to designing and implementing policies, procedures, and commissioning services that meet the diverse needs of our local population and workforce. Our aim is to ensure no one is placed at a disadvantage over others.

The CCG published its Annual EDS2 report in March 2019. This sets out the CCG’s commitment to equality, inclusion and human rights, key actions and annual progress update. Previous reports can also be found in the relevant section below.

The report includes an update on progress against the EDS2 framework and should be viewed in company with the CCG’s equality objectives reports. The CCG’s Equality Strategy and Equality Commitment detail our strategic intentions, which are designed to ensure EIHR remains at the heart of what we do. This 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 it serves as part of the requirements of the Health and Social Care Act 2012.

Equality objectives

The CCG set the following objectives, in line with its obligations under the Public Sector Equality Duty, in march 2019, replacing those previously set in October 2016 and completed March 2019:

  1. 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.
  2. 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.
  3. 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.
  4. The CCG’s leadership will, as system leaders, continue to champion improved outcomes for vulnerable groups and tackle health inequalities across Lincolnshire West CCG.

These objectives build on progress the CCG had made with regard to equality and inclusion, and set the CCG’s direction, progress is recorded and tracked on the CCG’s Equality action plan.

We will continue to update local people about our progress in meeting these objectives by publishing updates in this section of the website over the next two years.

Updates on the CCG’s objectives from 2014 to the present can be found below:
Equality Objectives Update 2015
Equality Objectives Update 2018
Equality Objective Update 2019 (final)

Public Sector Equality Duty (PSED) compliance publication 30 March 2018

As an authorised public sector organisation, Lincolnshire West 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 four 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 Delivery System 2 (EDS2) report 2019

The EDS was developed as a product by the Equality and Diversity Council of the NHS Commissioning Board (now known as 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 publish information annually which demonstrates the progress they are making with regard to equality, inclusion and human rights.

Annual EDS2 report in March 2018

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

As Lincolnshire West Clinical Commissioning Group (CCG) employs fewer than 150 staff, 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 would 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 who may require it.

All of the CCG’s internal workforce policies have been developed in line with current legislative requirements, including the Equality Act 2010. These policies cover the recruitment, selection and appointment processes as well as all aspects of working for the CCG.

CCG commitment to the Workforce Race Equality Standard (WRES)

Implementation of the WRES is a requirement for NHS commissioners and NHS provider organisations.

As stated above, NHS Lincolnshire West CCG employs fewer than 150 members of staff, and therefore is not required to produce detailed staff profiles by protected characteristics. This protects the privacy of employees as any profiles of protected characteristics would allow individuals to be identified.

In fulfilling its legal duties, the CCG has committed to paying due regard to the WRES and will use it as a force for driving change, both as an employer and as a commissioner of services.

All the CCG’s internal workforce policies have been developed in line with current legislative requirements, including the Equality Act 2010. These policies cover the recruitment, selection and appointment processes as well as all aspects of working for the CCG.

For providers, where the CCG is the lead commissioner, a review of both the each provider’s progress will be undertaken to gain assurance that the health economy, as a whole, is committed to taking action.

WRES action plan LWCCG

Information relating to activities of the CCG

To structure the available evidence that demonstrates how Lincolnshire West CCG is working to meet the Public Sector Equality Duty (PSED), the CCG used 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 incorporated across all its functions.

If you would like more information please contact us.