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Equality and diversity:

Ipswich and East Suffolk is increasingly becoming a more and more diverse place to live and work, and this trend is set to continue over the coming years, as our communities are constantly changing. This is of course to be celebrated, as all of our diverse communities enrich life in East Suffolk. However, a constantly changing demographic brings with it a number of challenges for the NHS Ipswich and East Suffolk Clinical Commissioning Group (IESCCG).

The NHS is available to all, free at the point of delivery.

IESCCG is committed to buying fair, accessible, appropriate and sensitive health services for all of our communities. We are also committed to being a fair, inclusive and diverse employer.

To support this commitment, we have developed the IESCCG Equality and Diversity Strategy 2012- 2015. This strategy is currently under review with a system wide approach and will be finalised in 2018.

Our continuing commitment Equality Impact assessments can be downloaded here.

 

Equality objectives

IESCCG has been reviewing its performance on equality and diversity across the organisation. There have been two events held to measure how the CCG is performing against equality and diversity under the Equality Delivery System 2 (EDS2). These events helped us grade performance across all 18 outcomes of the NHS Equality Delivery System to help us highlight areas of strength and weakness across the organisation.– you can view the full EDS2 document by clicking here.

Our next public event will be in March 2018.

The CCG developed equality objectives to focus on:

Objective 1

Patients and carers experience joined-up healthcare, ensuring access to the right services at the right time.

Score: Achieving

Partnership working in several areas is paying dividends. The Connect project now has teams working in 12 areas of the county across the whole of Suffolk. The pilot scheme, which began in Sudbury in 2015/16, has seen police, social care and healthcare teams finding new ways to work together so that patients and carers get simpler access to care. More can be found here: www.connectsuffolk.org.uk

The Early Intervention Team at WSFT is another example of good partnership working. This team is made up of social workers, health professionals and the voluntary sector and aims to treat people in their own homes to avoid them having an unnecessary hospital stay.

Work on the local health and care plans are supporting this outcome, promoting collaboration not competition.

 

Objective 2

The CCG will improve use of equality data and information about East Suffolk’s diverse population and communities to inform its work.

Score: Developing

The CCG has a clear idea of which populations live and work in our area. Economic migrants are a key focus for engagement in our Communications and Engagement Strategy. All GP practices have been given IT support tools to enable them to deliver services in line with the Information Access Standard.

All of the CCG’s published materials are available to order in braille and ‘easy read’ (large print) on request. Visitors to our website can enlarge print, change language and change colour schemes for ease of reading.

We use a translation policy.

 

Objective 3

The CCG will improve the way that the governing body and executive can learn from the healthcare experiences of diverse and marginalised individuals, groups and carers.

Score: Developing

Patient stories are heard at every Governing Body meeting. One of the stories during 2016/17 came from a mental health service user who talked about her experience of autism services, which have helped inform some of the Transforming Care work being led by the Chief Nursing Officer.

Work continues to provide support for the health and emotional wellbeing of young people. A strategy has been co-produced using direct input from children and young people and has led to the development of a 24/7 helpline. The voluntary sector has also supported this piece of work, and attracted further funding to improve help for young people.

 

Objective 4

Senior leaders and other managers will provide leadership, support and motivation for their staff to uphold the CCG’s value of equality of opportunity to improve the health of those most in need. 

Score: Achieving

All staff completed equality and diversity training and have equality and diversity objectives in their Personal Development Plans during 2016/17.

 

For more information, email getinvolved@suffolkccg.nhs.uk or call 01473 770129.

 

 

NHS Equality Delivery System

We have adopted the NHS Equality Delivery System (EDS) to ensure we meet and exceed our requirements under the public sector equality duty. We will use the EDS to:

·         Maintain good equalities and diversity practice throughout the work of the organisation – both as a commissioner of services and as an employer

·         Using existing information, identify areas in which equalities needs to be addressed

·         Where information is missing, identify actions to gather relevant information

·         Develop ways to address known inequalities

·         Priorities our equality objectives

More information on the EDS is available here.

 

Equality analysis

A key part of having due regard to the three main aims of the general equality duty is to ensure that the impact on equality is taken into account at the early stages of the CCG’s policy development and review. Ipswich and East Suffolk CCG is committed to embedding equality analysis into its processes to ensure our policies, practices and decisions further the aims of the equality duty.

Equality analysis should start early in the policy or service development process, or at the early stages of a review. Download our Tool kit for Equality analysis template.

 

Equality Act 2010:

The Equality Act 2010 was introduced in October 2010 to bring together and strengthen all previous anti-discrimination law.   The Equality Act protects people with the following nine ‘protected characteristics’ from discrimination:

·         Age

·         Disabilitiy

·         Gender reassignment

·         Marriage and civil partnership

·         Pregnancy and maternity

·         Race

·         Religion and belief

·         Sex

·         Sexual orientation

 

Public sector equality duty:

A major part of the Act is the public sector equality duty. There are two parts to the public sector equality duty: the general equality duty and the specific duties.

The general equality duty requires public bodies in the course of developing policies and delivering services, to have due regard to the need to:

·         Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act

·         Advance equality of opportunity between people who share a protected characteristic and those who do not

·         Foster good relations between people who share a protected characteristic and those who do not

The term ‘having due regard’ means:

Removing or minimising disadvantages suffered by people due to their protected characteristics

·         Taking steps to meet the needs of people from protected characteristics where these are different from the needs of other people

·         Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low

·         The specific duties have been designed to help public bodies meet the requirements of the general equality duty. With that in mind, NHS West Suffolk CCG will:

·         Publish equality information to demonstrate our compliance with the general equality duty: including equality information on our communities and our staff

·         Prepare and publish one or more equality objectives every four years, to prioritise our work on equality and diversity

 

Health care services for everyone - The NHS is available to all, free at the point of delivery.

Ipswich and East Suffolk Clinical Commissioning Group (CCG) is committed to buying fair, accessible, appropriate and sensitive health services for all. We are also committed to being a fair, inclusive and diverse employer.

To support this commitment, we have developed the Equality and Diversity Plan 2012-15 to outline our commitment and approach to equality and diversity work.

Equality objectives

We have adopted the three equality objectives, previously agreed by NHS Suffolk in April 2012 on an interim basis.  Our current equality objectives are:

  • Changes across services for individual patients are discussed with them, and transitions are made smoothly
  • Patients, carers and communities can readily access services, and should not be denied access on unreasonable grounds
  • Senior managers and other line managers support and motivate their staff to work in culturally competent ways within a work environment free from discrimination

A grading exercise with staff, community groups and members of the public was carried out in March 2013 to determine progress made against these three objectives by NHS Suffolk in 2012/13.  This resulted in new grades for some of the objectives.  You can view the grading and information about the progress that has been made here

In line with guidance from NHS England, we will review, prepare and publish at least one equality objective by 13 October 2013.

 

Equality and diversity duties - Equality Act 2010

The Equality Act 2010 was introduced in October 2010 to bring together and strengthen all previous anti-discrimination law. The Equality Act protects people with the following nine ‘protected characteristics’ from discrimination:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion and belief
  • Sex
  • Sexual orientation

Public sector equality duty

A major part of the Act is the public sector equality duty. There are two parts to this: the general equality duty and the specific duties.

The general equality duty requires public bodies in the course of developing policies and delivering services, to have due regard to the need to:

  • Eliminate unlawful discrimination, harassment and victimization and other conduct prohibited by the Act
  • Advance equality of opportunity between people who share a protected characteristic and those who do not
  • Foster good relations between people who share a protected characteristic and those who do not

The term ‘having due regard’ means:

  • Removing or minimising disadvantages suffered by people due to their protected characteristics
  • Taking steps to meet the needs of people from protected characteristics where these are different from the needs of other people
  • Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low

The specific duties help public bodies meet the requirements of the general equality duty. With that in mind, NHS Ipswich and East Suffolk CCG will:

  • Publish equality information every year to demonstrate our compliance with the general equality duty: including equality information on Ipswich and East Suffolk’s communities and our staff
  • Prepare and publish one or more equality objectives every four years, to prioritise our work on equality and diversity

Equality analysis

Understanding the effect of our policies and practices on people with protected characteristics is an important part of complying with the equality duty.

One such process is to embed the process of equality analysis (formerly known as equality impact assessments, or EqIAs). We need to understand the impact of our functions on people with protected characteristics for new and existing:

  • organisational policies and functions
  • key decisions, and
  • policies that set criteria or guidelines for others to use

Assessments should start early in the policy or service development process, or at the early stages of a review.  Our toolkit for equality analysis is available here.

NHS Equality Delivery System

To help us meet our requirements under the Equality Act 2010 and public sector equality duty.  We have adopted the NHS Equality Delivery System.

This is a national performance management tool designed to support NHS authorities to improve equality performance and embed equality into core NHS business.

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