Promoting Equality, Diversity and Human Rights
The NHS is for everyone. No matter your gender, the colour of your skin, your heritage or your age, everyone should receive the same high quality care every time you use a NHS service.
The Equality Act became law in 2010 and covers everyone in Britain. It protects people from discrimination, harassment and victimisation because of the protected characteristics that we all have. Under the Equality Act, there are nine protected characteristics:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
As a commissioner of health services and as an employer, NHS South Tees CCG values all people as individuals irrespective of their protected characteristics
Meeting Our Legal Duty
- As a public sector organisation, we embed equality, diversity, inclusion and human rights into all activities. To do this, we must demonstrate our commitment to:
- This web page is one of the ways in which we communicate, promote equality, value diversity and respect human rights in the commissioning of services for the local community.
- Equality, Diversity and Human Rights play a vital part in the work of the NHS locally. 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 as individual as each patient.
- eliminating unlawful discrimination, harassment and victimisation
- advancing equality of opportunity
- promoting good relations
We understand that our organisation and employees should:
- work towards removing or minimising disadvantages
- take steps to meet the needs of people from protected groups where these are different from the needs of other people
- encourage people from protected groups to participate in public life or in other activities where their participation is disproportionately low
Our aim is to uphold these aims and to close the gap in health inequalities.
The Equality Act 2010 outlines specific duties on public bodies such as ourselves, to meet the Public Sector Equality Duty more effectively. These specific duties are to:
- Publish information to demonstrate their compliance with the Equality Duty at least annually
- Set equality objectives at least every four years
We have developed our equality objectives to review and improve our performance and outcomes for people with characteristics protected by the Equality Act 2010. Our objectives and action plan has been developed through partnering with local stakeholders using the EDS2 process, and are listed below:
The 2017-2020 Equality Objectives for NHS South Tees CCG are:
The CCG will engage and involve local people, communities and stakeholders (representing the Equality Act 2010 Protected Characteristics) when commissioning, designing and evaluating services throughout the year.
The CCG will continue to provide accessible information and throughout the year will work with patients and carers to develop and test the accessibility of information.
The CCG will demonstrate; and report in the annual report each year; it is a fair and inclusive employer that recognises the value of diversity.
The CCG will continue to embed equality and diversity principles by developing and supporting all staff and Governing Body members to promote and champion inclusion in all aspects of the CCGs work.
Our information links below provide an overview of how we meet our public sector equality duty, both through commissioning and employment. We endeavour to work with our community interests and internal groups to prioritise our work which will produce better outcomes.
We have listed our main documentation below and provided the links for reference:
- Equality Strategy
- CCG’s EDS2 Equality Objectives and Action Plan
- Health Profiles Website
- Public Health England – Local Health
- Tees Joint Strategic Needs Assessment (JSNA)
- CCG’s Disability Confident Level 2 accreditation certificate
Workforce Race Equality Standards (WRES)
The NHS Workforce Race Equality Standard (WRES) was made available to the NHS from April 2015, following sustained engagement and consultation with key stakeholders including a widespread of NHS organisations across England. The WRES is included in the NHS standard contract, and since July 2015, NHS trusts have been producing and publishing their WRES data on an annual basis.
The WRES is being implemented as the best means of helping the NHS as a whole to improve its performance on workforce race equality. There is considerable evidence that the less favourable treatment of BME staff in the NHS, through poor treatment and opportunities, has a significant impact on staff well-being, patient outcomes and on the efficient and effective running of the NHS and that the measures needed to address such discrimination will benefit patient care and organisational effectiveness.
The CCG assesses itself against the NHS Workforce Race Equality Standard (WRES) annually to ensure that:
- data is collected and review against the nine WRES indicators
- an action plan is produced to close any gaps in workplace experience between white and Black and Ethnic Minority (BME) staff, and
- Board membership includes BME representation.
Further information regarding WRES can be found here Workforce Race Equality Standard (WRES)
South Tees CCG is required to publish a WRES annual report and action plan to address any areas for improvement. The CCG is committed to the WRES and you can see our most recent report and action plan below:
For more information on the CCG’s WRES, please contact NECSU.Equality@nhs.net