Equality, Inclusion And Human Rights Archive - 2015/16

Understanding Equality and Diversity

The public sector equality duty consists of a general equality duty, which is set out in section 149 of the Equality Act 2010. This general equality duty came into force on 5 April 2011.

In summary, those subject to the equality duty must, in the exercise of their functions, 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 Act helpfully explains that having due regard for advancing equality involves:

  • Removing or minimising disadvantages suffered by people due to their protected characteristics
  • Taking steps to meet the needs of people from protected groups 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

Due regard (Equality Analysis) is an ongoing proactive process which requires the use of information about the effect our decisions are likely to have on local communities, service users and employees, particularly those who are most vulnerable or at risk or disadvantage. 

The new duty covers the following nine protected characteristics for public sector organisations:

Gender Reassignment
Pregnancy and Maternity
eligion or Belief
Sexual Orientation
arriage or Civil Partnership

Whilst it is not a recognised protected characteristic, social deprivation (these factors include mental illness, poverty, poor education and low socioeconomic status) should be considered.

Multi cultural group of people

Equality Objectives

NHS Southern Derbyshire CCG has published its Equality Objectives update in accordance with the Equality Duty.

As a public sector organisation, NHS Southern Derbyshire Clinical Commissioning Group is required by the Equality Act 2010 to work in ways that ensure equality and inclusion is embedded into all of its functions.

As an authorised public sector organisation, NHS Southern Derbyshire Clinical Commissioning Group (CCG) is required by the Equality Act 2010 and Human Rights Act 1998 to work in ways that ensure equality and inclusion is embedded into all of its functions.

It is the intention of the CCG to eliminate unfair and unlawful discriminatory practices in line with current equality and Human Rights legislation. 

There are a number of duties which the CCG must address:

Public Sector Equality Duty (PSED)

1. In the exercise of its functions the CCG must have due regard to the need to:
a. Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010
b. Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
c. Foster good relations between persons who share a relevant protected characteristic and persons who do not share it

Specific Duties

2. The CCG must prepare and publish one or more equality objectives it thinks it should achieve to support the Public Sector Equality Duty (detailed above). The objectives must be published not later than 13October and at intervals of not greater than four years. Each objective must be specific and measurable.

3. The CCG must publish information, not later than 31January each year, to demonstrate compliance with the Public Sector Equality Duty which is done through the EDS2 template. The information published must relate to persons who share a relevant protected characteristic who are:
a. Its employees (only when employing 150 people or more)
b. Other persons affected by its policies and practices

Publication of Information

Southern Derbyshire CCG became an authorised public sector organisation in April 2013, in line with the reorganisation of the NHS brought about by the Health and Social Care Act 2012. 

The level of detail to the information that is currently available to demonstrate how the CCG is complying with the Public Sector Equality Duty (PSED) continues to be improved. 

In meeting the duty to publish information the CCG has collected the following evidence which should provide an understanding of how the CCG is approaching equality and inclusion in its activities.

The CCG is implementing the NHS EDS2 reporting framework to support it in meeting the requirements of the PSED. 

EDS2 - sections 1 and 2 - Patients and the Public

A copy of the Southern Derbyshire CCG EDS2 return can be found here. Below you will find a selection of evidence covering each of the areas in sections 1 and 2 relating to patients and the public. Only a selection of evidence has been published due to the amount available and the administration time this takes to load on the website. If you would like further information or evidence please contact enquiries@southernderbyshireccg.nhs.uk and information will be made available to you.


1. Better health outcomes

The NHS should achieve improvements in patient health, patient safety and public health for all, based on comprehensive evidence of needs and results

1.1  Services are commissioned, procured, designed and delivered to meet the health needs of local communities

Baseline Analysis of EIHR Considerations Voluntary and Community Services Review
Contract Requirements EMAS
DCHS Equalities Plan 2016-17
DCHS Equalities Plan Update 2016-17
DCHS Learning Disability Re-audit
Equality Delivery System Goal 1 Summary Report RDTH
Lay Rep Advert Stroke
Pharmacy First

1.2  Individual people's health needs are assessed and met in appropriate and effective ways

Derby City Council Medication Policy
Dignity and Respect Challenge
National Diabetes Prevention Programme - Healthier You

1.3  Transitions from one service to another, for people on care pathways, are made smoothly with everyone well-informed

Carers Offer - General Information
Information Sharing Letter 

1.4  When people use NHS services their safety is prioritised and they are free from mistakes, mistreatment and abuse

Derbyshire and Derby Crisis Care Concordat Plan
Policing Mental Health in Derbyshire

1.5 Screening, vaccination and other health promotion services reach and benefit all local communities

Amber Valley Public Health Locality Fund Grant Application 2016-17
Creative Carers Session Overview

2. Improved patient access and experience

The NHS should improve accessibility and information, delivering the right services that are targeted, useful and useable in order to improve patient experience

2.1 People, carers and communities can readily access hospital, community health or primary care services and should not be denied access on unreasonable grounds

Direction of Travel Carers Strategy 2015-18
Due Regard Guidance
Equality Act 2010 - A Quick Start Guide
Equality Analysis and Due Regard Guidance
Urgent Care Project Equality Considerations

2.2 People are informed and supported to be as involved as they wish to be in decisions about their care 

Expression of Interest - Personalisation in End of Life Services
Revised Carers Assessment

2.3 People report positive experiences of the NHS

Revised Action Plan Based on Comments from Strategic Partnership Board

2.4 People's complaints about services are handled respectfully and efficiently

Annual Complaints Report 2015-16
Complaints Handling Policy 
Complaints Review Follow-up
Quality Assurance Committee Minutes 18.08.16

EDS2 - sections 3 and 4 - Staff

As Southern Derbyshire CCG employs 143 members of staff, it is now required to produce detailed staff profiles by protected characteristics. To protect the privacy of employees a redacted copy of the report is available here.

The CCG is 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 the CCG’s 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.

In addition to the above statement, the CCG has commissioned the Greater East Midlands Commissioning Support Unit (GEMCSU) to provide an annual HR Dashboard. This dashboard, a redacted example of which is included in the document library, is used to monitor the diversity of the CCG’s workforce and other agreed KPIs.

The CCG has also successfully signed up to the following Quality Standard:

  •  Two Ticks Disability Symbol 

This demonstrate the CCG’s commitment to having a represented and supportive workforce.

Evidence of the CCG’s Leadership decisions can be found in the Governing Body papers:


Every board paper includes the following front sheet to identify Equality issues.


NHS Workforce Race Equality Standard CCG Commitment 2016/17

NHS Southern Derbyshire CCG has committed to have due regard to the Workforce Race Equality standard and use it as a force for driving change, both as an employer and as a commissioner of services.  

The CCG will review both the template submissions and the action plan of each provider for which it is lead commissioner to gain assurance that the health economy as a whole is taking action in this important area.

WRES Reporting Template 2016

Background to the standard

The NHS Equality and Diversity Council announced on 31 July 2014 that it had agreed action to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.

Simon Stevens, Chief Executive of NHS England, said: “The Five Year Forward View" sets out a direction of travel for the NHS – much of which depends on the health service embracing innovation, engaging and respecting staff, and drawing on the immense talent in our workforce.

“We know that care is far more likely to meet the needs of all the patients we’re here to serve when NHS leadership is drawn from diverse communities across the country, and when all our frontline staff are themselves free from discrimination. These new mandatory standards will help NHS organisations to achieve these important goals.

The Workforce Race Equality Standard (WRES) was introduced in April 2015, after engaging and consulting key stakeholders including other NHS organisations across England.

It is now included in the NHS standard contract, starting in 2015/16 and included in the 2016/17 NHS standard contract. NHS Trusts produced and published their first WRES baseline data on 1 July 2015.

The metrics used as part of this standard can be found below and by clicking here:

WRES Indicators