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Notice of CCG closure

From 1 July 2022 please visit our new ICB website

On 1 July 2022, the six Clinical Commissioning Groups (CCGs) in Staffordshire and Stoke-on-Trent closed down and the functions of the CCGs transferred to a new NHS organisation, known as an integrated care board. The new organisation is responsible for NHS spend and the day-to-day running of the NHS in Staffordshire and Stoke-on-Trent.

Therefore, South East Staffordshire and Seisdon Peninsula Clinical Commissioning Group no longer exists and the responsibilities of the CCG, along with the other CCGs in Staffordshire and Stoke-on-Trent, have transferred to the new NHS Staffordshire and Stoke-on-Trent Integrated Care Board (ICB).

These changes have taken place under the new Health and Care Act 2022, which amongst other things aims to tackle health inequalities and create safer, more joined-up services that will put the health and care system on a more sustainable footing. There are no changes to how local residents access NHS frontline services in Staffordshire and Stoke-on-Trent as part of these changes.

From 1 July 2022 if you visit this website, you will be re-directed to the new ICB website.

Gender Pay Gap

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In 2018, it became mandatory for all public sector employers with more than 250 employees to measure and publish their gender pay gap information. Since then, employers have had a responsibility to publish data annually, on both their own websites and on the government’s.

Individually each CCG are not required to publish this data due to each being below the 250-employee threshold. However, Staffordshire and Stoke on Trent CCG’s have agreed and welcome the opportunity to publish this information collaboratively. This is further demonstration of the CCG’s working together and taking a beyond compliance approach to gender equality.

Equal pay means that men and women in the same employment who are performing equal work must receive equal pay, as set out in the Equality Act 2010.

The gender pay gap is a measure that shows the difference in average earnings between men and women across an organisation or the labour market.

There are six steps to gender pay gap reporting

  1. Step one: Planning the report
  2. Step two: Use ESR reports to produce the figures
  3. Step three: Enter the data into the government website
  4. Step four: Analyse the reasons behind the figures
  5. Step five: Write a narrative
  6. Step six: Create an action plan to the narrative

For more information on the six steps and the gender pay gap, please click this link; Addressing the Pay Gap which will take you to a guidance document produced by NHS Employers.

pdf Staffordshire and Stoke on Trent CCGs Gender Pay Gap Report 2019 2020 (1.17 MB)