Our legal commitment
Equality Act 2010 – Public Sector Duty
In the exercising our functions we are committed, under the Equality Act 2010 to have due regard to the need to:-
• Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
• Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
Specific Duties require us to:-
• Publish Information to show our compliance with the Equality Duty, at least annually;
• Set and publish equality objectives, at least every 4 years;
• Ensure that all information is published in a way which makes it easy for people to access it
We also comply with Human Rights Act 1998 and work to Tackling Healthcare Inequalities in line with the Health and Social Care Act 2012.
What have we done so far?
As part of our objectives for 2013-17, examples of outcomes include:-
1. Developed relationships with key minority groups such as older adults and migrant workers to get key messages to the CCG on their needs and expectations. For example the CCG attends a workplace health meeting, alongside key stakeholders, to ensure that health concerns can be addressed for factory staff in Boston, where English is not their first language. We also continue to have listening clinics (started in 2015), which enable CCG to listen to patient experiences first hand and understand where things are working and where they are not from the patient perspective. This allows us to take action as necessary that concerns different protected characteristics.
2. Carried out performance management with provider organisations to ensure that patient monitoring is taking place and being used to inform their equality plans. This is achieved through regular Patient Quality and Assurance meetings, where all providers are expected to give feedback on the implications of equality and diversity issues in relation to their work.
3. Developed support for disabled staff and promoted mental wellbeing amongst staff. Examples here include providing training in line with annual National Stress Awareness day, being recognized as a ‘Mindful Employer’ and achieving Disability Confident level 2 (see below). Furthermore we make our equality information available on our website, which is part of our public commitment to meeting the equality duties and will strive to ensure that relevant networks are created to support this work over the coming years.
4. Training staff on the various equality developments was another important aspect of the progress made around equality and diversity last year and previous years. Many staff, with key policy related responsibilities, undertook training on the Equality Act, PSED and how to conduct Equality Impact Assessments. The training was designed to support staff in their work to make equality and diversity part of their ‘thinking’ process when reviewing existing policies, developing new functions and initiating proposals for commissioning of our services.
Equality Delivery System 2 (EDS2) Analysis
Lincolnshire East Clinical Commissioning Group (LECCG)is committed to delivering the Equality Delivery System 2 (EDS2).
EDS2 aims to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse. It is intended to help organisations achieve compliance with the Public Sector Equality Duty (PSED) and a number of other NHS standards. It is aligned to NHS England’s commitment to an inclusive NHS that is fair and accessible to all. View our EDS2 Summary Report >>
View our EDS2 Full Report & Evidence Portfolio here >>
Our Objectives for 2018 – 22
Inclusive Leadership and Commitment
Objective 1: Ensure leaders are committed to raising equality standards within the workplace, external stakeholders and diverse communities.
• Work towards ensuring that LECCG are at ‘Achieving Level’ of the EDS2 across all functions by 2019. Set and agree objectives towards Excelling Level 2020-21;
• Agree work around Workforce Race Equality Standard (WRES) in line with NHS England recommendations and develop objectives/action plan for implementation;
• Agree work around Workforce Disability Equality Standard (WDES) in line with NHS England recommendations and develop objectives/action plan for implementation;
• Move toward achieving Disability Confident Level 3 by 2020;
• Ensure LECCG senior staff and board/committee members are provided with going training on equality and diversity issues and new initiatives.
Improving representative on LECCG Boards, Committees and the Workforce
Objective 2: Ensure leaders are committed to improving recruitment opportunities so that the workforce, LECCG boards and committees reflect different protected characteristics.
• Collect and analyse internal data of staff, board members and committees to identify protected characteristics that are under-represented in specific work streams;
• Ensure data and information is also collected on leavers via exit interviews to assess who leaves and why.
• Review and update recruitment processes to ensure that they are fair and inclusive and applicants are targeted as wide a field as possible;
• Take action to address under-representation on CCG boards, committees/networks and of staff through development and implementation of positive action initiatives
- Work on improving the representation of Black and Minority Ethnic (BME) nurses and midwives in senior posts.
Improved Patient Access and Experience
Objective 3: Carry out effective communications, consultation and engagement exercises with different protected characteristics, groups and communities to support relevant reviews and development of CCG services, policies and practices with a view to improving patient experience and better health outcomes.
Targets: We will:-
• Collect local demographic data to identify different communities within our service area;
• Establish contact with and target protected characteristics, diverse groups and communities in relation to relevant reviews, ongoing development of health policy and practice and new initiatives;
• Improve the communication of CCG information through different channels including emails, website, social media, leaflets and posters, translation and interpretation of information as required;
• Take action to address gaps to improve representation of people from different protected characteristics on patient council and external committees;
• Set up and liaise with relevant internal and external equality related networks/forums to ensure engagement around equality, diversity and health inequalities policy development, implementation and reviews;
• Work with providers to conduct annual Equality and Diversity surveys to identify the effectiveness of our service delivery:-
- make direct contact with individuals, groups and communities representing different protected characteristics for more comprehensive feedback;
- Analyse the feedback through Equality and Diversity Communications group and report to relevant LECCG networks/committees on outcomes and proposal for action
• Support Healthwatch initiatives targeted at children and young people, to ensure all young people are included regardless of background and circumstances.
Better Health Outcomes
Objective 4:Develop projects and initiatives to support people with mental and/or physical disabilities and their families.
• Carry out project work to support people with neurological conditions and their families, as raised in the eds2 assessors group by Healthwatch representative:
- Allocate responsibility for this work within the quality team. The person responsible will then:-
- Scope current position in terms of support available
- Identify gaps and engage with people who have neurological conditions and their families to assess their specific individual needs;
- Establish links with appropriate organisations to ensure continued implementation of work identified
- Monitor progress/outcomes through quarterly and assess the impact that these initiatives are having on people with Neurological conditions. reviews
Equality and Diversity Action Plan 2018 – 2020
Equality and Diversity Action Plan 2018 – 2020
OBJECTIVE 1: Ensure leaders are committed to raising equality standards within the workplace, external stakeholders and diverse communities.
'Hearing Lincolnshire's Hidden Voices’ - Lincolnshire Diversity and Inclusion Listening Events
Workforce Race Equality Standard (WRES)
Diversity events calendars
A selection of key national campaigns and awareness days.
View this calendar Faith and Diversity Calendar - The Inter Faith Network
See a list of religious festivals during each month with a short description on The Inter Faith Network website.
View this calendar
Inclusion Calendar 2019
This calendar highlights over 240 important dates, including holy days, special events, festivals and bank holidays.
View this calendar