As an authorised public sector organisation, Lincolnshire East Clinical Commissioning Group (CCG) is required by the Equality Act 2010 to work in ways that ensure equality and inclusion is embedded into all of its functions. There are a number of duties which the CCG must address:
Public Sector Equality Duty (PSED)
In the exercise of its functions the CCG must 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.
- The CCG must prepare and publish one or more equality objectives it thinks it should achieve to support the PSED (above). The objectives must be published not later than 13th October 2013 and at intervals of not greater than four years. Each objective must be specific and measurable.
- The CCG must publish information, not later than 31st Jan each year, to demonstrate compliance with the PSED. The information published must relate to persons who share a relevant protected characteristic who are:
- Its employees (only when employing 150 people or more);
- Other persons affected by its policies and practices.
Equality Strategy including Equality Objectives
In October 2013 as required by the Public Sector Equality Duty (Equality Act 2010), Lincolnshire East CCG set 5 Equality Objectives with a mix of 1 and 2 year timeframes, those with a 1 year timeframe continued for a second year to maintain progress and ensure that effective work could continue to be evidenced. The CCG has now completed its progress towards these objectives as detailed in the two published updates detailing progress in 2013- 2014 and 2014 - 2015 respectively.
With these objectives now achieved successfully, the CCG, with support from the Arden&GEM Commissioning Support Unit’s Equality Inclusion and Human Rights team (EIHR team), has developed the following 4 objectives:
- Objective 1: Develop relationships with key minority groups such as older adults and migrant workers to get key messages to the CCG on their needs and expectations.
- Objective 2: Carry out performance management with provider organisations to ensure that patient monitoring is taking place and being used to inform their equality plans.
- Objective 3: Carry out project work to support people with neurological conditions and their families.
- Objective 4: Develop forums/networks to support disabled staff and promote mental wellbeing amongst staff.
Further updates will be published on the CCG’s website against these objectives in due course. The 2016 - 2018 Equality Strategy can be found here
These objectives will build on the progress made and set the CCG’s direction for the next 2 years. An accompanying action plan will be developed to identify key areas and milestones that will support their successful completion.
Further updates on the progress made towards these objectives will be published on this section of the website over the next 2 years.
Publication of Information
Lincolnshire East Clinical Commissioning Group (CCG) was authorised in April 2013, in line with the re-organisation of the NHS brought about by the Health and Social Care Act 2012.
As a new and developing organisation, the level of detailed information currently available, in order to demonstrate how the CCG is complying with the Public Sector Equality Duty, continues to improve.
In meeting the duty to publish information the CCG has collected the following evidence, which should provide an understanding of how it is approaching equality and inclusion in its activities.
Annual Equality Reports
With a commitment to publishing equality information to meet our legal duties, keep the public informed and share information with stakeholders, we have produced the following Annual Equality Reports, accessible via the links below:
As the CCG employs 43 members of staff, it is not required to produce detailed staff profiles by protected characteristics. This also protects the privacy of employees as any profiles of protected characteristics would allow individuals to be identified.
However, we are committed to ensuring the working environment is inclusive and appropriate support is provided to any member of the organisation that may require it.
All of our internal workforce policies have been developed in line with current legislative requirements, including the Equality Act 2010. These policies cover the recruitment, selection and appointment process, as well as all aspects of working for the CCG.
Information relating to activities of the CCG
In order to structure the available evidence that demonstrates how the CCG is working to meet the Public Sector Equality Duty (PSED), we have utilised the following guidance;
- Technical Guidance of the Public Sector Equality Duty England, Equality and Human Rights Commission (EHRC), Jan 2013
- Equality Delivery System (EDS) and EDS2, NHS England, Nov 2013.
Equality and inclusion work is an ongoing activity for the CCG that will be consistently incorporated across all of its functions.
The following list provides examples of how the CCG has begun its approach to equality and inclusion in decisions it makes and how it will be continuing to develop this over the next year in line with its strategic priorities and equality objectives.
July 2014 governing body agenda and papers Pages 78 - 81
October 2014 governing body items Pages 95-97