Equality and Diversity

The CCG is committed to commissioning services which embrace diversity and promote equality of opportunity.Unique ID: yhea007 Caption: Service users make up a client council to discuss issues at the day centre. Making decisions together. Restrictions: NHS Photo Library - for use in NHS, local authority Social Care services and Department of Health material only Copyright: ©Crown Copyright

Every member of the community is likely, at some point, to receive some kind of health and social care. NHS South Tees CCG welcomes diversity in society, acknowledging that experiences, aspirations and needs are also diverse.

As a commissioner of health services and as an employer, NHS South Tees CCG is fully committed to the principle of valuing all people as individuals irrespective of their protected characteristic

The Legislative Framework

Equality Act 2010

The Equality Act 2010 came into force on 1 October 2010 and replaced previous anti-discrimination laws with a single Act to more effectively tackle disadvantage and discrimination on the basis of any of the following protected characteristics:
  • Age
  • Disability
  • Gender re‐assignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief (including no religion or belief)
  • Sex
  • Sexual orientation

Public Sector Equality Duty

As part of the Act, a new public sector equality duty came into force (which replaced the previous race, gender and disability duties). Its aim is to ensure that public bodies play their part in promoting a fair and more equal society.
The public sector equality duty consists of a general duty, which came into force on 5 April 2011, and specific duties which came into force on 10 September 2011.
The general duty consists of three aims, which require public bodies to have due regard for the need to:
  • Eliminate discrimination, harassment and victimisation.
  • Advance equality of opportunity between people who share a relevant protected characteristic and those who don’t.
  • Foster good relations between people who share a relevant protected characteristic and those who don’t.
The specific duties require public bodies to:
  • Publish relevant, proportionate information demonstrating compliance with the general duty at least annually, starting 31 January 2012.
  • Prepare and publish specific, measurable equality objectives at least every four years starting 6 April 2012.

Workforce monitoring

As an employer, the CCG is committed to equality and valuing diversity within its workforce.  Our goal is to ensure that these commitments, reinforced by our values, are embedded in our day-to-day working practices with all our service users, colleagues and partners.
We have a full range of human resources policies that have been aligned with the Equalities Act 2010. All policies have had equality impact assessments completed and have been developed in partnership with staff-side representatives.
An Annual Staff Survey will be completed, which will be in line with the NHS Constitution and address equality and diversity issues.

What are Equality, Diversity and Human Rights?

Equality is about creating a community in which everyone can contribute and have their say regardless of their protected characteristics which are age, disability, religion and belief, sex, marriage and civil partnership, pregnancy and maternity, gender reassignment, race and sexual orientation.

Equality is also about offering equality of opportunity so everyone is able to fulfil their potential regardless of who they are.

Diversity is about creating a society that embeds practices which recognise, respect and value difference.  This will in turn benefit employees, the CCG as a whole and the public who use our services.

Human Rights are basic rights for humane, dignified treatment and they belong to everyone. They are rights we all have simply because we are human beings, regardless of who we are, where we live or what we do.

Human Rights represent all the things that are important to us, such as being able to choose how to live our life and being treated with dignity and respect. Human Rights are the umbrella over all our aims, objectives and actions towards addressing inequality and promoting diversity.

Visit our documents section to view documents relating to equality and diversity.

Workforce Race Equality Standards (WRES)

The NHS Equality and Diversity Council announced on July 31 2014 that it had agreed action to ensure employees from black and ethnic minority (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.

The move follows recent reports which have highlighted disparities in the number of BME people in senior leadership positions across the NHS, as well as lower levels of wellbeing amongst the BME population.

The Council pledged its commitment, subject to consultation with the NHS, to implement two measures to improve equality across the NHS, which would start in April 2015.

The first is a Workforce Race Equality Standard (WRES) that would, for the first time, require organisations employing almost all of the 1.4 million NHS workforce to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of BME Board representation.

As part of the WRES, NHS service providers are required to complete a Reporting Template which is designed to give an overview of the organisation’s most recent implementation. Once completed, the Report Template should be published on the organisation’s website, links to the reports from the services we commission. Clinical Commissioning Groups (CCGs) are also asked to complete the WRES reporting template, although they are not required to publish this information, due to data protection issues that could arise because of their respective organisation size.

You can find out more information on the Workforce Race Equality Standard, along with the full technical guidance and requirements of CCGs and service providers on NHS England.