As a public sector organisation Durham Dales, Easington and Sedgefield CCG is required to ensure that equality, diversity and human rights are embedded into all our functions and activities as per the Equality Act 2010, the Human Rights Act 1998 and the NHS Constitution.In the exercise of our functions we will have due regard towards the need to:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
- advance equality of opportunity between people who share a protected characteristic and those who do not.
- foster good relations between people who share protected characteristics and those who do not.
This means that we should:
- work towards removing or minimising disadvantages suffered by people due to their protected characteristics.
- 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 objectives and to close the gap in health inequalities.
Our Equality Objectives
The Equality Act 2010 outlines specific duties on certain public bodies (of which NHS Durham Dales, Easington and Sedgefield Clinical Commissioning Group (CCG) is one) 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
- Ensure that hard to reach groups are engaged in any changes across services through appropriate consultation and engagement and that services are commissioned, designed and procured whilst taking into account these groups.
- That Durham Dales, Easington and Sedgefield CCG uses a wide range of information to assure and improve the safety of patients and this is regularly reported and discussed.
- That Durham Dales, Easington and Sedgefield CCG has sufficient organisational data to demonstrate that staff from all protected groups are paid equally and in line with pay levels for the organisation as a whole and that appropriate training has been given on equality and diversity matters.
- That the Governing Body receives adequate assurance around equality and diversity including the equality objectives, strategy and progress towards achievement.
We looked at lots of information to identify what our objectives needed to be, including monitoring data on service access, patient experience and engagement with local interest groups. We then gathered this information and shared it with our partners and members of the public. We then asked how they rated us on our services and if they agreed with our equality gradings. By working with our partners and members of the public, we could listen to feedback and this helped form our equality objectives. These equality objectives were formally signed off by the CCG’s Executive Committee on 1 October 2013.
We will show how we have made progress against these equality objectives annually in our Annual Equality and Diversity publication which will be published on this website.
Our equality information provides 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. This information is not exhaustive and there are key CCG documents which provide further information about our policies, objectives and actions. We have listed the main documents below and provided the links if anyone wishes to read them. They include:
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.
- 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)
Durham, Dales, Easington & Sedgefield 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: