Equality and diversity
NHS Oldham CCG is fully committed to the delivery of equality of opportunities and patient experience and equality of health outcomes for patients, carers and staff. We value our diverse communities and workforce and recognise the positive benefits that it brings to being an employer of choice and a first class healthcare organisation.
We have a key responsibility to ensure that everyone who works for us promotes equality, fair treatment and social inclusion.
This means that we should:
- Work towards removing or minimising disadvantages suffered by people due to their protected characteristics
- Take steps to meet the needs of people from protected groups where these are different from the needs of other people
- Encourage people from protected groups to participate in public life or in other activities where their participation is disproportionately low
We are committed to upholding these principles, with the aim of closing the gap in health inequalities.
We are committed to ensuring that the services we commission recognise and deliver culturally sensitive, inclusive, accessible and appropriate services, which make a difference to individuals’ lives and to ensure that the services we provide and commission do so without discrimination.
All new services have to assess the impact it may have on protected groups and further information is available by contacting us.
Equality and Diversity and Human Rights (EDHR) is a Governing Body Responsibility at NHS Oldham CCG.
Health and wellbeing in Oldham has been improving; this is demonstrated by the increase in life expectancy which has increased from 71.5 to 74.5 years for men over 16 years and from 77 to 80 years for women, over the same period. Unfortunately there is still a considerable gap between life expectancy in Oldham and other parts of the United Kingdom.
Population projections up to 2022 suggest that the proportion of Oldham’s population aged above working age will increase (from 17.9% in 2009 to 20.4% in 2022), therefore we need to continue planning to address the health and wellbeing needs of an increasing number and proportion of older people.
However, Oldham will continue to have a relatively youthful age structure, with more people aged 0-15 than above working age. The proportion of people aged 0 to 15 years will increase from 22.2% in 2009 to 23.1% in 2022. The projections therefore mean that there will be an increasing proportion of both younger and older people.
The proportion of Oldham’s population from Black, Asian and Minority Ethnic (BAME) groups is forecast to increase from about 18.3% in 2010 to around one-fifth (19.4%) in 2012, and to one quarter (24.6%) in 2022.
Equality is about making sure people are treated fairly and have equality of opportunity. For example, the same opportunities to apply for our jobs or the same opportunities to access healthcare. It does not always mean that everyone will be treated in the same way, but it recognises that their needs can be met in different ways. Equal opportunities are safeguarded by a wide range of legislation.
We need to make sure that people are not discriminated against or suffer from harassment or victimisation. We do this by creating an organisation where discriminatory practices and discrimination is not tolerated.
Diversity describes the wide variety of individuals that make up our communities and our workforce. It is characterised in many ways including race, religion, age, gender, sexuality, abilities, language, family circumstances, social background and culture. Diversity recognises values and celebrates difference.
By welcoming diversity as an organisation, valuing each other and treating each other fairly, we work better together and provide a better service for everyone.
Discrimination (treating someone less favourably) can happen because of any part of our personal characteristics. It is not restricted to minority groups.
The Equality Act 2010 came into force in October 2010 and replaced a range of previous anti-discriminatory laws with a single act. It simplified the law by removing inconsistencies and making it easier to understand.
The Public Sector Equality Duty (PSED) came into force in April 2011. It supports good decision making by ensuring that public bodies consider how different people will be affected by their activities, helping them to deliver policies and services that meet different people’s needs. The public sector equality duty is made up of a general equality duty which is supported by specific duties.
The General Equality Duty has three aims which are:
- Eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the act
- Advance equality of opportunity between people who share a protected characteristic and people who do not share it
- Foster good relations between people who share a protected characteristic and people who do not share it.
The nine Protected Characteristic Groups are:
- Gender or sex
- Gender re-assignment
- Pregnancy and maternity
- Religion or belief – including lack of belief
- Sexual orientation
The specific duties which apply to the CCG require us to:
- Publish information to show their compliance with the Equality Duty, at least annually for its employees and other persons affected by its policies and practices.
- Set and publish equality objectives at least every four years.
We present this information in an Annual Equality Publication to demonstrate compliance with the General Duty using a variety of data sources to inform our equality actions:
Also see our Workforce Race Equality Standard reporting template submitted June 2015.
The Equality Delivery System (EDS) is designed to help NHS organisations meet:
- The requirements of the public sector Equality Duty
- Equality aspects of the NHS Constitution
- Equality aspects of Care Quality Commission’s Essential Standards
- Equality aspects of the Human Resources Transition Framework
There are 18 outcomes, grouped under four goals:
- Better health outcomes for all
- Improved patient access and experience
- Empowered, engaged and well supported staff
- Inclusive leadership at all levels
These objectives are assessed jointly between NHS organisations and through engagement with local interests and community groups. The outcome of the grading (of equality performance) informs the organisations strategies and plans.
Based on transparency and evidence, NHS organisations and local interest groups agree one of four grades for each outcome.
Where organisations and local interests cannot agree on particular grades, the view of local interests must prevail.
The four grades available are:
Our four-yearly equality objectives are informed by the above information:
Objective 1 - Ensure the CCG fully understands and fulfills its responsibilities for equality and diversity.
Objective 2 – Collate and analyse timely and meaningful dis-aggregated data.
This objective recognises the need to ensure that we have a full understanding of our responsibilities under the Equality Act.
This objective recognises the need to build on progress made to date, ensuring equality data is collected and used for future commissioning and provision of services across all activities.
Objective 3 - Effectively communicate with, engage and involve local communities.
This objective seeks to build on our good track record of engagement and involvement with our communities. It is recognised that we need to regularly review and adapt to ensure that we continue to have meaningful engagement and involvement of all protected characteristic groups.
Objective 4 – Ensure consistently high quality service provision.
This objective recognises that quality is a key driver. As commissioners we have strengthened the equality requirements of our providers through our contracting processes. We will continue to monitor the performance against the equality requirements of the contracts.
These objectives are addressed by the rolling three year Equality Objectives Action Plan October 2013 – October 2016.
NHS Oldham CCG has contributed to the work of Debbie Abrahams MP and her team on the Oldham Fairness Commission
The CCG has a standing Equalities Panel, which meets regularly and seeks to represent all nine protected characteristics. If you would like more information on becoming involved, please contact Mark Drury - email firstname.lastname@example.org or telephone 0161 622 4326.