Equality and Diversity
Shropshire Clinical Commissioning Group (CCG) is committed to understanding and respecting human rights and treating everyone fairly, openly and honestly. We are striving to achieve equality for the diverse mix in our communities and our own workforce, recognising that people have different needs, cultures, experiences and expectations. Valuing equality and diversity will lead to more sensitive services that are responsive to the needs of our communities, and a workforce that reflects the diversity of the community.
The CCG has a legal duty to protect Human Rights and promote equality and diversity by eliminating unfairness and discrimination in its role as service commissioner and employer.
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About the Equality Act 2010
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it is unlawful to treat someone.
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).
The general duty aims to:
- eliminate discrimination, harassment and victimisation;
- advance equality of opportunity (positive action in recruitment and promotion); and
- foster good relations.
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.
Meeting our Public Sector Equality Duty
Shropshire CCG's Equality and Diversity Strategy 2012 – 2014 is currently being refreshed for approval by our Clinical Commissioning Group Governing Body. We are developing a new 4-year Strategy for Equality, Inclusion and Human Rights (EIHR) to set out our local intentions as a CCG.
Read about our work to date and plans for our refreshed strategy below.
The Equality Delivery System for the NHS
The Equality Delivery System (EDS) is an equality performance framework. It was rolled out to the NHS in July 2011 and formally launched by Sir David Nicholson in November 2011. It provides a framework to annually measure evidence for 18 required equality outcomes, across four key goals (two for service delivery and two for workforce issues). It should also provide robust evidence of how organisations are meeting their public sector equality duties.
The public will be involved in measuring this evidence every two years to ensure we are complying with our equality duties as a CCG.
The design and implementation of the EDS was independently evaluated in November 2012. Based on this evaluation and discussions with a selection of NHS organisations, it was proposed to refresh the EDS.
The refreshed EDS is known as "EDS2". It includes a core set of outcomes and a more streamlined grading system; organisations should use it flexibly and embrace key local health inequalities. EDS2 was released to the NHS during early autumn 2013.
The Government's Equality Strategy 'Building a fairer Britain' is underpinned by the two principles of equal treatment and equal opportunity.
By eliminating prejudice and discrimination, the NHS can deliver services that are personal, fair and diverse and a society that is healthier and happier. For the NHS, this means making it more accountable to the patients it serves and tackling discrimination in the work place.
- NHS England EDS2 - a personal, fair and diverse healthcare system
- Refreshed EDS2 (Guide) (Nov 2013)
- Refreshed EDS2 Q&A
Annual Equality Data Publication January 2015
We want to ensure all parts of our local communities have fair access to NHS information, services and premises when needed. We know that not all people access or take up services in the same way and we want to try to take reasonable steps to accommodate these different needs, particularly for vulnerable protected groups. Through ‘Our journey to date 2012-2014’ in the document 'Meeting our public sector equality duty' above, we have demonstrated our work to eliminate discrimination; reduce inequalities in health for local vulnerable groups; recognise and address any barriers faced by more vulnerable protected community groups in accessing healthcare; and encouraged good relations between different community groups by tackling prejudices and 'prohibited discrimination'.
Our workforce data
As part of our legal duty and commitment to the equalities agenda across Shropshire, we annually publish our workforce data. In terms of protected characteristics, the information is broken down by age, gender, disability, race, religion or belief, sexual orientation, and where possible we will report by gender reassignment, marriage and civil partnership, pregnancy and maternity, and also carers.
As Primary Care Trusts (PCTs) have now evolved into Clinical Commissioning Groups (CCGs) following the March 2013 NHS re-structure, former PCT legacy data and reporting relating to 2012 workforce and service delivery equality data has been removed from this webpage.
Although we will report internally on workforce demographic profiles, we may choose not to publish this data as it may not prove to be meaningful due to CCG staff numbers being low. The annual publication will highlight any significant gaps in equality data for local protected groups and how such gaps can be effectively addressed during the four year Equality Objective delivery cycle for all CCGs - 13 October 2013 to 2017.
We will also evidence how we are meeting our public sector equality duty through use of Equality Analysis or EAs. EAs enable us to scrutinise fair access to information and services for vulnerable local people, and help achieve good equality outcomes. This will also be supported by the EDS2 annual public grading, working with local interest groups.
Joint Strategic Needs Assessment (JSNA)
The Joint Strategic Needs Assessment is a way of assessing the main health, social and well-being needs of the community. A wealth of information is collected, and many people are consulted, to allow the key issues to be identified. This then informs commissioners to commission appropriate and desired services and service providers to respond to this to meet the needs.
Our current JSNA (available on the Shropshire Council website) looks at information relating to local population age structures. There are also specific chapters on older people and maternity, children and young people. In other chapters information and data is presented broken down by age for different health conditions, social care and lifestyle factors, e.g. smoking by age group.
There are chapters in the JSNA dedicated to learning disability, visual and hearing impairment, physical disability, mental health, etc. Within these chapters some of the figures are also broken down to a further level, e.g. people receiving social care services for learning disability by age, gender and deprivation.
Pregnancy and maternity is also covered and ranges from maternity services information to information on smoking in pregnancy and breastfeeding (by age of mother and deprivation). There is also information on births and infant mortality.
Information on the ethnic breakdown and health conditions, mortality and other areas (social care, lifestyle factors, etc). are broken down by gender of the county in the JSNA.
Do you ask the question?
A staff awareness video 'Do you ask the question?' was produced in partnership with the local NHS and local authority. It highlights the breadth of individual needs within our (and any) community.
If you cannot find the information you are looking for, please contact the Equality and Diversity Officer at:
William Farr House
Mytton Oak Road
Telephone: 01743 277500