As a public sector body, South East Staffordshire and Seisdon Peninsula CCG is required under the 2010 Equality Act to make provision for various obligations and legally-mandated duties conferred on us by the Act (known as the 'Public Sector Equality Duty' or PSED). These PSED requirements relate to the CCG as an NHS Commissioner, local system leader and as an employer. When deploying our commissioning functions, we are required to promote equality and diversity and tackle health inequalities. Part of these duties relate to the publication of certain strategy documents, including our CCG objectives in this area, along with annual equality and inclusion reports to show how we are performing against those.
The CCG is commited to promoting equality in the local community and further afield.
Staffordshire and Stoke on Trent CCG Public Sector Equality Duty Objectives
The purpose of setting equality objectives is to help the CCGs to better perform against the 2010 Equality Acts, Public Sector Equality Duty (PSED). Equality objectives help focus attention on the priority equality issues in order to deliver improvements in policy making, service delivery and employment, including resource allocation. Examples include targeted engagement or service delivery.
Read and download: pdf 2018-2021 CCG Combined Equality Objectives (212 KB)
Equality Impact and risk assessments
Equality Impact and risk assessments are processes designed to ensure that a policy, project or scheme does not discriminate against any disadvantaged or vulnerable people. We undertake Equality Impact and Risk assessments to:
- Meet the Equality Act 2010 (The Equality Act protects people from various types of discrimination relating to the different protected characteristics)
- Ensure we commission the right services and meet local need.
The CCG's Equality Impact and Risk Assessment Tool, is processed through an IT based system called U-assure. This enables the CCGs to show ‘due regard’ to the three aims of the Equality Act’s General Equality Duty by ensuring that all requirements around equality risk are given advanced consideration prior to any change or review of policies, services or functions. There is a short presentation to provide more information about Equality Impact and Risk assessments.
Our pdf Health Profile (272 KB) provides more information about the current demographics of our local population.
We want to make sure that our buildings and our published information is accessible to everyone. Follow the link for details of our office locations and how to find us. If you require this information in an alternative format please contact us.
Equality and Inclusion Annual Report
The Equality Act 2010 requires all public bodies and NHS Trusts to assess their performance on equality and inclusion across the protected characteristic groups (age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, and sexual orientation) and show how they are improving the experiences of staff, patients and service users and other stakeholders.
Each year we publish our pdf annual report (649 KB) , which details the progress we have made over the last year on equality and inclusion issues in regard to its staff, patients and service users and other stakeholders.
Equality Delivery System (EDS) public grading
The Equality Delivery System (EDS) is about treating all patients, carers and staff fairly. It is about making sure everyone has a say in how healthcare services involve and listen to all local people. Along with Cannock Chase CCG and Stafford and Surrounds CCG, we held public and staff events in January and March 2016. You can read the full pdf EDS 2 report here (482 KB) or read the Easy Read report of the EDS public grading event.
Modern Slavery Act Statement
Slavery is a violation of a person’s human rights. It can take the form of human trafficking, forced labour, bonded labour, forced or servile marriage, descent-based slavery and domestic slavery. A person is considered to be in modern slavery if they are;
- Forced to work through mental or physical threat
- Owned or controlled by an “employer”, usually through mental or physical abuse
- De-humanised, treated as a commodity or sold or bought as“property”
- Physically constrained or has restrictions placed in their freedom of movement
Workforce Race Equality Standard (WRES)
NHS England has recently introduced the Workforce Race Quality Standard (WRES), which requires NHS organisations to demonstrate progress against a number of indicators of workforce equality. The WRES will ensure that all healthcare staff are treated fairly and with respect, which will have a postive impact on patient care.
For information about our progress in implementing the WRES please read our pdf Workforce Race Equality Standard Summary Report (265 KB) and pdf Statement of Commitment (111 KB) .
These videos from NHS England highlight the leadership commitment given to the NHS Workforce Race Equality Standard.
As part of our Workforce Race Equality Standards (WRES) and statutory duties each year we produce a report analysing our staff make-up. As a CCG we have we have prepared the WRES report for internal use to enable improvement to the treatment and experience of BME staff to be made, we have analysed the data for 2016 and 2017 WRES reports and reported on its implications and what steps should be taken to address gaps between the treatment and experience of white and BME staff through an action plan.
In South East Staffordshire & Seisdon Peninsula Clinical Commissioning Group (CCG), the numbers of Black Minority ethnic (BME) staff employed are relatively small, in accordance with the provisions of the Data Protection Act, where publication might reasonably lead to the identification of individuals due to small numbers, wider publication of very small numbers in any of the Indicators is not appropriate as it may enable the identification of individuals, we have therefore not published these reports online.
For further information visit the NHS England WRES webpage.
Staffordshire and Stoke-on-Trent CCG Workforce Race Equality Standard (WRES)
Staffordshire and Stoke on Trent CCGs have two roles in relation to WRES as commissioners and employers.
NHS Workforce Race Equality Standard (WRES) is a useful tool to identify, monitor and reduce any disparities in experience and outcomes for NHS employees and job applicants of different ethnicities. The Standard tracks progress to identify and help eliminate discrimination in the treatment and to promote equality of opportunity for Black Asian Minority Ethnic (BAME) employees.
The Staffordshire and Stoke on Trent 6 CCGs publicly combine their workforce data when reporting on WRES . But even with combined workforce data, the CCGs need to consider how low staff numbers or grouping staff by characteristics could potentially identify individual staff. For this reason we publish figures as percentages. CCGs in their commissioning role, monitor their larger provider equality webpages for compliance against this standard.
For more Information please visit NHS England Workforce Race Equality Standard
Accessible Information Standard
Read more about the Accessible Information Standard including Implementation Guidance.
Referrers should record patients’ information and/or communication needs on the ‘additional requirements’ screen within the NHS e-Referral Service so that those needs are shared with the provider (who can then take the necessary action to ensure that those needs are met). Read more about the Accessible Information Standard and the e-Referral Service.
Read about NHS England’s Accessible Information and Communication Policy showing how the Accessible Information Standard can be adopted by other organisations.