Equality Strategy
2016-2019
Equality Strategy 2016 – 2019
Outlining our strategic direction in Equality, Inclusion and Human Rights (EIHR)
Author
David Fagg Arden GEM CSU
Owner
Suzanne Pickering
Date:
3rd March 2016
Version
2.0
Previous version & Date:
October 2015
Equality Analysis undertaken on:
3rd March 2016
Approved by CCG Governing Body on:
Governing Body Assurance Committee
21st March 2016
Review Date :
1st March 2017
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Table of Contents
Foreword............................................................................................................................... 4
1. Background ....................................................................................................................... 5
1.1 Our Values .................................................................................................................. 5
1.2 Demographic Information ............................................................................................ 6
1.3 Health Inequalities ....................................................................................................... 8
2. Legislative Framework ...................................................................................................... 9
2.1 Equality Act 2010......................................................................................................... 9
2.2 Public Sector Equality Duty (PSED)........................................................................... 10
2.3 Specific Duties ........................................................................................................... 11
2.4 NHS Equality Delivery System (EDS2) ...................................................................... 12
3. Inclusion and equality...................................................................................................... 13
3.1 Equality Analysis and Due Regard............................................................................. 13
3.2 Inclusion, equality and workforce ............................................................................... 14
3.3 Inclusion, equality and commissioning of services ..................................................... 14
3.4 Equality Objectives 2015 - 2017 ................................................................................ 15
3.4 Derbyshire–wide Equality and Inclusion Steering Group............................................ 15
4. Information sharing and engagement .............................................................................. 16
5. Review and Renewal ...................................................................................................... 17
Appendix 1 – CCG Equality Commitment............................................................................ 18
Appendix 2.1 – 2011 Census North Derbyshire with England and Derbyshire benchmarks 20
Appendix 3 – Equality Objectives Action Plan Template ..................................................... 26
Appendix 4 .......................................................................................................................... 27
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Foreword
NHS North Derbyshire Clinical Commissioning Group (CCG) has committed to fully meeting
the diverse needs of our local population and workforce, ensuring that none are placed at a
disadvantage over others. The CCG is committed to take into account current UK legislative
requirements, embed them into procedures and deliver best practice. The CCG has from
inception in April 2013 followed the NHS Equality Delivery System (now EDS 2).
This strategy sets out the CCG’s intentions around Equality and Human Rights (EIHR). The
CCG has recently set its own five year plan following on from the NHS Five Year Forward
view. This strategy, combined with the CCG’s Equality Commitment, details the strategic
intentions designed to ensure that EIHR remains at the heart of what we do. By doing so,
the CCG ensures the best possible outcomes for the local community; CCG staff and
especially those seldom heard groups who experience Health Inequalities. The CCG has an
obligation to understand and take action to reduce Health Inequalities for the population they
serve as part of the requirements of the Health and Social Care Act 2012.
The CCG is committed to identifying and understanding the healthcare experiences of the
population served, narrowing the gaps in the health of the population, raising the quality of
care and maximising the value and effectiveness of resources spent by or on behalf of the
CCG. At the heart of this is the recognition that every member of staff and every
organisation contracted to provide a service on the CCG’s behalf have a shared role in
delivering this aspiration. The Social Value Act legislation ties into this and requires the CCG
to review and use their purchasing power to improve economic and environmental wellbeing
within the community served.
As a local employer the CCG is strongly committed to setting a best practice example. The
CCG has committed to pay all staff the Living Wage as a minimum. The CCG is also
committed to working with NHS Providers to ensure that they also pay staff at or above the
Living Wage.
The CCG is committed to understanding the needs, views and experiences of the population
it serves. In short the CCG commits to engage effectively, regularly and inclusively with the
wider population as part of its decision making process. This includes, but is not limited to,
the protected characteristics of their age, disability, sex (gender), gender reassignment,
sexual orientation, marriage and civil partnership, race, religion or belief, pregnancy and
maternity status.
The CCG also commits to ensure that when making decisions, appropriate and proportionate
consideration is given to; gender identity, socio-economic status, immigration status and the
principles of Human Rights in the Human Rights Act 1998.
Jayne Stringfellow
Equality Executive Lead
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1. Background
NHS North Derbyshire Clinical Commissioning Groups (referred to as the CCG) is
responsible for commissioning healthcare services for North Derbyshire residents and in
company with the other three CCGs for Derbyshire as a whole.
The CCG is committed to ensuring that current and potential staff as well as NHS service
users will not be discriminated against on the grounds of social circumstances (including
relationship status) or background, gender and gender identity, race, age, disability,
pregnancy / maternity status, sexual orientation or religion. The CCG commits to work with
staff, providers, partners, patients, carers and communities to improve the health of our
population and reduce health inequalities for the people of Derbyshire. All four Derbyshire
CCGs have committed to work together to understand and reduce the health inequalities
County-wide.
This strategy takes account of the NHS Equality Delivery System (EDS2) and the NHS
Constitution. The organisation’s strategic objectives, aims and determination to reduce local
health inequalities, being transparent and engaging with patients, communities, staff and
partners all have an important equality dimension.
This strategy outlines North Derbyshire CCG’s strategic direction in meeting the needs of the
population served, improving outcomes for that population and ensuring compliance with the
Public Sector Equality Duty and other relevant legislation.
This document should be viewed in company with the CCG’s Commissioning intentions,
which can be found by following this link:
http://www.northderbyshireccg.nhs.uk/assets/Aims_Stragegy_and_Plans_/201516_Commissioning_Intentions_Draft_V5_4_final.pdf
1.1 Our Values
Our values, as determined by our member practices, define our culture and shape our
decision making. They are illustrated in the word cloud below:
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Specifically, we aim to demonstrate the following value statements in all we do:
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Patient Focus - Putting patients at the centre of all we do
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Integrity - Being honest, fair and open
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Courage - Being empowered to make positive change
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Responsiveness - Working together, committed to delivering
1.2 Demographic Information
North Derbyshire CCG covers the majority of North Derbyshire including the towns of
Chesterfield, Buxton and Matlock. The population of the area at the time of the 2011 Census
was 271,865 (28% of the total Derbyshire population) with recent data showing that GP
registered patient population is 290,133.
These population numbers demonstrate a level of the diversity for the North Derbyshire area,
however there are a number of emerging communities in the area which the CCG is
committed to understanding in relation to their health needs and how to work effectively with
them. This will be part of the CCGs ongoing engagement activities through the engagement
objectives identified in section 3 of this strategy.
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The North Derbyshire area consists of the following 5 localities:
High Peaks - The health of people in High Peak is generally better than the England
average with lower deprivation levels and above average life expectancy. However rural
deprivation is often hidden by traditional indicators and the Stonebench Ward is high in the
index of multiple deprivation with New Mills East also high in this scale.
High Peak has an older population than average, with a significant over representation of
people aged 45 and over. The ethnic composition almost exclusively white British (98.7%).
Plans are in place to develop local housing stock within consideration of "affordable homes”
which will increase the population by several thousand as this housing stock develops and
consultations regarding this are already underway.
North Dales - Number of GP Practices in the locality is 9 with total population for North
Dales at 49,141 which consists of 24,185 males (49.3%) and 24,956 females (50.7%), with
11,911 being over 65 (44.9% male and 55.1% female) and 5,449 aged over 75 (40% male
and 60% female)
Deprivation levels are low and life expectancy from men is higher than the average for
England. However, rural deprivation is often hidden by traditional indicators and there is
small percentage of the population amongst the lowest quintile within Dales locality.
There are inequalities in Dales by gender and level of deprivation.
For example;
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Life expectancy for men living in the least deprived areas is 8 years higher than for
men living in the most deprived areas, this is 13 years for women.
Approximately 99.6% of the population is of white and mixed white ethnicity
Number of patients aged over 60 significantly higher (15,961 actual vs 11,094
expected)
Number of patients aged over 75 significantly higher (5,449 actual vs 3,891
expected)
Patients aged over 60 resident in a care home significantly higher (20.8 vs 15.7 per
1000; 332 actual vs 269 expected)
Average life expectancy for males is 81, ranging from 75.6 in Calver to 84.3 in Hope
Valley. Derbyshire Cluster average is 79.5.
Average life expectancy for females is 84.4, ranging from 78.1 in Winster and South
Darley to 91.6 in Chatsworth. Derbyshire Cluster average is 82.8.
Dronfield - The population of the locality looks set to become increasingly elderly with the
likelihood that by 2032 a third of the population will be aged over 65.
The locality is less ethnically diverse with only 0.4% of the population falling outside the
white and mixed white group.
Life expectancy in the locality is good with expectancy for males being 2.7 years higher, at
8.2.2, (ranging from 80.5 to 83.0) than for the Derbyshire Cluster; whilst female life
expectancy is 1.5 years higher, at 84.5 (ranging from 83.3 to 84.4).
Chesterfield - The population, based on 2011 Census, was 104,000 with a population
density five times the county average. The area has a similar age profile to the rest of
Derbyshire with an increasing number of elderly population.
Deprivation is higher in Chesterfield than the rest of Derbyshire with life expectancy for men
and women being lower in the most deprived areas. Chesterfield has a slightly higher ethnic
minority population (non-white British) 5.2% that the Derbyshire average (4.2%) although it is
a quarter of the national level (20.2%).
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North East - The population of the Locality looks set to become increasingly elderly with the
likelihood that by 2032 a quarter of the population will be aged over 65, and the number of
over 85 almost trebled.
North East is less ethnically diverse with only 0.7% of the population falling outside the White
or Mixed White Group.
Life expectancy in the locality is not significantly different from the Cluster although life
expectancy for males ranges by practice from 77.8 to 82.3 and for females from 80.5 to 84.1.
Full information on each locality can be found on the CCG’s website via the following link.
http://www.northderbyshireccg.nhs.uk/about_us/localities
The CCG’s area includes the rural communities of High Peaks which experience significant
geographical isolation and challenges in accessing services.
Within the CCG’s area the percentage of persons identifying as having a partial or fully
limiting condition is 21%, illustrating why Derbyshire has a higher rate of disability (21.6%)
when compared to the East Midlands (18.4%). This is also higher than the national average
of 17.9%.
In terms of age, North Derbyshire has a consistently higher percentage of the population in
the age group 45-95 than the South of Derbyshire.
Life expectancy varies substantially within Derbyshire with some areas seeing a variation of
17 years or more.
1.3 Health Inequalities
The CCG recognises that it has clear moral and legal duty to have due regard to reducing
health inequalities, for the population of North Derbyshire. Such inequalities impact
significantly on those affected and provide a barrier to the CCG aim of improving the health
of the population it serves.
The CCG has worked jointly with Public Health teams and the Arden & GEM CSU EIHR
team to explore the health inequalities that exist within the North Derbyshire area. Life
expectancy within Derbyshire has been shown to vary significantly across the County,
influenced by lifestyle choice and a legacy of mining and heavy industry. Overall the
population of people 65 and over in North Derbyshire is higher than the county as a whole
with a correspondingly lower number of working age adults, young people and children.
This is a challenge economically and leads to a higher dependence on working age people, a
trend which is projected to increase over time.
The Derbyshire County Joint Strategic Needs assessment (JSNA), is accessible via the
weblink.
The JSNA utilises life expectancy to showcase the position of Derbyshire as a whole against
other counties in England and to explore the variations that exist across the county. Overall
male life expectancies are lower than female with the key factor identified being the legacy of
mining and heavy industry. Such figures are not uniform across the County with life
expectancies higher in parts of the South than the rest of the county.
In exploring the variations within Derbyshire, the JSNA looks at child poverty levels. The
Marmot Review (2010) suggests there is evidence that childhood poverty leads to premature
mortality and poor health outcomes for adults. Reducing the numbers of children who
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experience poverty should improve these adult health outcomes and increase healthy life
expectancy. Two figures are available:

Children in poverty (all dependent children under 20)
The proportion in poverty is significantly higher than for Derbyshire in Bolsover (the highest,
22.5%), Chesterfield and Erewash. The proportion is significantly lower in South, North East,
High Peak and Derbyshire Dales (the lowest at 10.1%). There is extreme variation between
wards: the highest rate is in Ilkeston North at 46.5%, the lowest in Temple at 1.6%.

1.01ii - Children in poverty (under 16s)
The proportion in poverty is significantly higher than for Derbyshire in Bolsover (the highest,
23.2%), Chesterfield and Erewash. The proportion is significantly lower in South, North East,
High Peak and Derbyshire Dales (the lowest at 10.7%). There is extreme variation.
The CCG has identified the following key actions in relation to the health inequalities of the
population it serves:
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Reducing mortality rates from preventable diseases
Working with practices to tackle practice and clinical variation
Focusing on evidenced base delivery
Improving the integration of health and social care
Improving the integration of primary and secondary care, particularly for frail, elderly
and those with long term conditions.
Working with partners to improve lifestyle choices in relation to smoking, drinking and
exercise. This has been achieved through the “Live life better Derbyshire” service.
The CCG will use these actions and continue to work with Public Health to identify and
reduce health inequalities. An overview of the actions taken on health inequalities by the
CCG being published annually in the CCG’s annual report.
2. Legislative Framework
2.1 Equality Act 2010
The Equality Act received Royal Assent in 2010 with the majority of the provisions coming
into force on 1st October 2010. Further provisions came into force as follows:
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Positive action; recruitment and promotion
Public Sector Equality Duty (PSED)
Age discrimination protections in the provision
– 5 April 2011
– 5 April 2011
– 1 October 2012 (of services
and public functions)
In addition to the Act, specific duties were identified and came into force on 10 September
2011 as The Equality Act 2010 (Specific Duties) Regulations 2011. These specific duties
require public bodies to;
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Publish relevant proportionate information showing compliance with the PSED,
Prepare and publish Equality Objectives to support its work to meet the requirements
of the PSED
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The Equality Act unifies and extends the previous 100 equality legislations and regulations.
The Act identifies nine characteristics as protected by the Act:
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Age - including specific ages and age groups
Disability - including cancer, HIV, multiple sclerosis, and physical or mental
impairment where the impairment has a substantial and long-term adverse effect on
the ability to carry out day-to-day activities
Race - including colour, nationality and ethnic or national origins
Religion or belief - including a lack of religion or belief, and where belief includes
any religious or philosophical belief
Sex
Sexual orientation - meaning a person’s sexual orientation towards persons of the
same sex, persons of the opposite sex and persons of either sex
Gender re-assignment - where people are proposing to undergo, are undergoing or
have undergone a process (or part of a process) for the purpose of reassigning the
person’s sex by changing physiological or other attributes of sex
Pregnancy and maternity
Marriage and civil partnership
2.2 Public Sector Equality Duty (PSED)
Section 149 of the Equality Act 2010 imposes a duty on public authorities in the exercise of
their functions to have due regard to the need to:
1. Eliminate unlawful discrimination, harassment and victimisation and any other
conduct that is prohibited by or under the Act.
2. Advance equality of opportunity between persons who share a relevant protected
characteristic and persons who do not share it.
3. Foster good relations between persons who share a relevant protected characteristic
and persons who do not share it.
The CCG has committed that as part of the decision making process officers will ensure that
robust and proportionate Equality Analysis and Due Regard is taken for any relevant decision
which the CCG takes. In addition the CCG will ensure that this can be effectively
demonstrated.
1) Eliminating discrimination:
a. The Act prohibits direct and indirect discrimination, harassment and
victimisation of people with relevant protected characteristics
2) Advancing equality of opportunity involves:
a. Removing or minimising disadvantage experienced by people due to their
personal characteristics
b. Meeting the needs of people with protected characteristics
c. Encouraging people with protected characteristics to participate in public life
or in other activities where their participation is disproportionately low.
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3) Fostering good relations involves:
• Tackling prejudice, with relevant information and reducing stigma, and
• Promoting understanding between people who share a protected characteristic and
others who do not.
Having due regard entails considering the above three aims of the PSED in all decision
making which may have an effect on people, particularly in:
• How the organisation acts as an employer
• Developing, reviewing and evaluating policies
• Designing, delivering and reviewing services
• Procuring and commissioning
• Providing equitable access to services
The legislation acknowledges that in some circumstances compliance with the PSED may
involve treating some persons more favourably than others, but not where this would be
prohibited by other provisions of the Act.
2.3 Specific Duties
Public authorities for the purpose of the Public Sector Equality Duty (PSED) are listed in
Schedule 19 of the Act. NHS organisations are listed as public authorities. In addition,
bodies that exercise public functions are subject to the PSED in the exercise of those
functions (see section 149(2) of the Act). The provision of commissioned NHS services is a
‘public function’.
The Equality Act 2010 (Specific Duties) Regulations 2011 require all listed public bodies to:
1. Publish information to demonstrate its compliance with the duty imposed by
section 149(1) of the Act. This must be done no later than 31st January 2012 and at
subsequent intervals not greater than one year beginning with the date of the last
publication.
2. Prepare and publish one or more objectives, by 6th April 2012 and subsequently at
intervals not greater than four years, it thinks it should achieve to do any of the things
mentioned in section 149 of the Act.
Note: As the formal responsibilities of Clinical Commissioning Groups (CCGs) did not come
into effect until 1st April 2013, the initial duty to prepare and publish objectives for these
public bodies was set to 13th October 2013.
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The publication of information needs to include the following:
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It’s employees (for authorities with more than 150 staff)
People affected by its policies and practices (for example, service users)
The information must be published in a manner that is accessible to the public
Procurement and commissioning (anyone who exercises public functions,
must also, in the exercise of their functions have due regard to this duty)
In order to meet the above requirements in a consistent and effective way the CCG is
utilising the NHS Equality Delivery System (EDS2) framework.
2.4 NHS Equality Delivery System (EDS2)
The NHS Equality Delivery System (EDS2) framework was designed by the NHS to support
NHS organisations to meet their duties under the Equality Act. The EDS2 has four goals,
supported by 18 outcomes.
NHS England has highlighted the requirement for all NHS organisations to utilise the EDS2
framework as part of their annual publication of equality performance information.
The CCG has committed to utilising the EDS2 framework to report its equality performance
on an annual basis in line with the statutory publication deadline of the 31st January. These
publications can be found on the CCGs website:

http://www.northderbyshireccg.nhs.uk/about_us/equality_inclusion_human_rights
North Derbyshire CCG in collaboration with the other Derbyshire CCGs have constituted an
EDS Grading Panel including relevant public representatives to review and challenge the
evidence provided and independently verify the CCG’s grade under EDS2.
The Grading Panel met in April and November during 2015, where it reviewed the CCGs
evidence (January 2015 EDS2 publication) and with the CCG agreed the appropriate EDS2
grades. The panel will continue to meet every six months, with the next grading sessions
(using January 2016 EDS2 publication) to take place in May 2016.
Compliance with the EDS2 model is key to the CCG’s strategy since the following goals
focus towards the CCG’s priorities around patients and staff.
The four EDS2 objectives are:
1.
2.
3.
4.
Better health outcomes.
Improved patient access and experience.
A representative and supported workforce.
Inclusive leadership.
For each EDS2 outcome, there are four grades to choose from:
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Excelling (all protected groups) – Purple
Achieving (for most (6-8) protected groups) – Green
Developing (for some (3-5 protected groups) – Amber
Undeveloped (no evidence at all, few or no protected groups) – Red
It is the CCG’s intention to attain a minimum of ‘achieving’ across all four goals within the
timeframe of this strategy.
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3. Inclusion and equality
Responding to the requirements as outlined above offers many challenges and opportunities
for the CCG. Responding to them individually will ensure compliance and unnecessary
duplication. Taking account of the CCG’s constitution, vision and priorities, the need to be
transparent, accessible and engaging with patients and communities and making sure that it
takes account of the diverse health needs of their growing complex and diverse communities
require an inclusion and equality strategy to ensure direction. The strategy thus seeks to
embrace everything that the CCG aspires to achieve in the coming years.
At the heart of this strategy is a new approach to integrate inclusion and equality issues into
everything that we do. By becoming an inclusive organisation, one that listens, and responds
to the people (patients, staff, partners and stakeholders) it serves, by meeting their diverse
needs and addresses the local health inequalities successfully, the CCG will be an efficient,
effective and productive organisation.
The inclusive approach will not only deliver on legal obligations but also provide a direct
synergy with the work on quality and addressing health inequalities. This can be achieved by
focussing on improving the organisations’ performance whilst reducing inequitable health
gaps between characteristic groups and communities. These are usually associated with
poor levels of ill-health, take-up of treatment, and the outcomes from healthcare given that
some people from protected groups are at times disproportionately affected and as a result
experience difficulties in accessing, using and working in the NHS.
When analysing the outcomes for services and employment, we will also extend the analysis
and engagement beyond the protected groups to other groups and communities who face
stigma and challenges in accessing, using or working in the NHS. For example, carers,
people who are homeless, sex workers and people who use recreational drugs.
By developing this integrated model of addressing inequalities and providing an equitable
and fair service to all the residents in the area we believe we will be more successful in
meeting our various obligations and local needs.
3.1 Equality Analysis and Due Regard
Following on from the CCGs work in creating appropriate and effective governance
processes for its business, the CCG is now committed to ensuring there is an effective,
proportionate and live method of considering equality, inclusion and human rights (EIHR) for
all relevant decisions it makes that is consistent across the organisation.
The process of Equality Analysis is designed to embed EIHR considerations into the CCGs
business processes and enable a more evidenced approach.
A key component of Equality Analysis is effective engagement and involvement of the local
communities who may be affected by the decisions the CCG is making. The CCGs updated
Patient and Public Engagement Strategy highlights the importance of inclusive engagement
activities with two main objectives for the CCG:
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Ensure that decision making in the CCG is achieved through listening to and
involving patients, carers and the public
Listen to what our patients tell us by routinely gathering feedback in order to use this
to improve services.
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The Due Regard element of the process is where the CCG can evidence that decisions have
been influenced appropriately by the Equality Analysis that has been undertaken therefore
ensuring a proactive approach to inclusive practice while also meeting the requirements of
the of the Public Sector Equality Duty under the Equality Act 2010.
The CCG is committed to embedding an updated Equality Analysis and Due Regard process
across all relevant business areas within the timeframe of this strategy.
3.2 Inclusion, equality and workforce
The CCG continues to undertake a proactive approach in order to support the workforce it
employs, including regular review of its recruitment and selection processes to ensure equity
through application, short-listing and appointment.
The CCG has committed to the Two Ticks for Disability standard therefore ensuring that any
applicant, who highlights having a disability, will be shortlisted for interview providing they
meet the essential criteria for the role.
The CCG continues to conduct regular staff surveys and supports its Staff Engagement
Forum for effective methods of feedback from all staff.
The CCG’s approach on embedding equality for its workforce is demonstrated through the
CCG’s Equality Commitment which is included in appendix 1.
The CCG’s workforce profiled from 2015/6 is included as appendix 2.2, this forms a baseline
of the CCG’s understanding and enables a workforce representation action plan to be taken
forward during the timeframe of the strategy.
3.3 Inclusion, equality and commissioning of services
Through the equality analysis and due regard processes the CCG undertakes as part of
decision making, the commissioning of services activity continues to develop a strong
inclusive approach.
The CCG has now adopted more specific inclusion and equality requirements in Quality
Schedules for all Providers contracted through the NHS National Standard Contract in order
to gain more comprehensive assurances that services are being delivered effectively for the
CCGs local communities. These schedules are used by the CCG to place additional local
requirements on providers that are focused to the particular circumstances and patient
issues in North Derbyshire.
A key part of the requirements is the response to the development of the The Accessible
Information Standard, which tells organisations how they should make sure that disabled
patients receive information in formats that they can understand and receive appropriate
support to help them to communicate. The standard is primarily focused to primary and
secondary care services, where historically disabled patients have experienced difficulty in
accessing information in the most accessible / appropriate ways. In response the CCGs
have required providers to detail how they are meeting the requirements in order to assure
their Commissioner of compliance.
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This ultimately is the CCG’s responsibility; to gain proportionate assurance from all Provider
organisations providing services on its behalf and that they are proactively meeting the
needs of disabled patients using services which it commissions. The Accessible Information
Standard requires all service providers to be compliant from July 2016.
3.4 Equality Objectives 2015 - 2017
The CCG has developed the below equality objectives building on the work undertaken to
achieve its previous objectives during 2013-15:
1. To focus on ways to increase access to service from local vulnerable groups and
ensure that effective information is provided to allow service users to make informed
choices.
2. To promote consideration for Carers in Primary Care and to encourage all providers
to adopt the principles of the carers pledge.
3. To address Health Inequalities through the implementation of the 21st Century
programme to deliver fair and equitable access for all groups.
4. To develop an enhanced understanding of the experiences of children and young
families in health care and use this understanding to influence effective and inclusive
commissioning of services for this section of the local community.
Each objective has a comprehensive action plan identifying the specific and measurable
tasks that are needed in order for the CCG to achieve the overall objective. The action plan
template can be found in Appendix 3.
In order to progress these equality objectives effectively, the CCG has delegated
responsibility for each objective to operational leads who are expected to provide quarterly
progress updates throughout 2016/17 to the Governing Body Assurance Committee
3.4 Derbyshire–wide Equality and Inclusion Steering Group
To ensure the continued focus on equality and inclusion the CCG, in partnership with the
three other Derbyshire CCGs (supported by the CSU’s EIHR team), formed a Countywide
steering group.
This group exists to provide a forum where Derbyshire wide issues can be discussed and
the strategic direction for the Commissioner led health economy can continue to develop and
be maintained on; Equality, Inclusion, reduction in Health Inequalities and the safeguarding
of Human Rights
There are agreed terms of reference for the group, the membership of which is made up of
the Equality Leads from the four CCGs and chaired by the CSUs EIHR Lead.
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4. Information sharing and engagement
A cornerstone of the NHS reforms and delivering on the PSED will be how we communicate,
share information and engage with:
• Patients
• Carers
• Staff
• People from the protected characteristic groups
• Voluntary sector, and
• Others
This effectively will deliver a two-way flow of information. By developing an inclusive
approach with sustained engagement with local interests including protected and
disadvantaged groups will assist in collating evidence and using the evidence to influence
our performance and decision making.
By promoting collaboration within the local health economy and partners such as local
authorities to share best practice, undertake joint engagement activities, encourage joinedup thinking, sharing qualitative and quantitative evidence in addressing local inequalities.
The CCG has developed an updated engagement strategy which outlines the CCG’s current
and future plans to engage with and understand the views of the population of North
Derbyshire. A core aspect of the CCG’s commitment is to engage with a broad range of
patients especially those from seldom heard or vulnerable groups.
To this end the CCG works to ensure that it engages with relevant patients prior to decisions
being made on changes to healthcare services, ensuring that the views received are
considered and suggestions acted on where possible. By engaging thus, the CCG ensures
that it understand all the potential impacts and concerns patients have. The CCG also
requires those who provide services that it commissions to engage with their patient groups,
understanding their views, comments and concerns. By doing so we can ensure that
feedback is listened to and where appropriate lessons are learned. Full details of the
approach are set out in the plan but the approach can be summarised as follows.
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Before making a decision the CCG will carry out Equality Analysis to ensure it
understand who is or could be using a service, their experiences and any concerns
they have.
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Where groups are not using a service or are having different experiences, the CCG
will work with them to ensure the reasons are understood and that all reasonable
adjustments are made to support access.
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The CCG will also work with stakeholders to ensure that they also regularly engage
with patients and carry out robust engagement prior to decisions being made.
The CCG’s current Engagement Plan is accessible via the link.
16
5. Review and Renewal
The CCG’s Equality Lead and Governing Body will continue to regularly review and update
this strategy and publish updates accordingly.
For further information and to discuss any related concerns please contact:
For North Derbyshire CCG:


Suzanne Pickering, Head of Governance:
o [email protected]
o Direct Dial: 01246 514210
Rosalie Whitehead Governance Officer:
o [email protected]
o Direct Dial: 01246 514028
Or alternatively:

The Arden GEM CSU EIHR team:
o [email protected]
17
Appendix 1 – CCG Equality Commitment
NHS North Derbyshire CCG Equality, Inclusion and Human Rights Commitment
North Derbyshire CCG is committed to design and implement policies, procedures and
commission services that meet the diverse needs of our local population and workforce,
ensuring that none are placed at a disadvantage over others. The CCG will take into account
current UK legislative requirements and best practice These include the Equality Act 2010,
the Human Rights Act 1998, the Gender Recognition Act 2004, the NHS Constitution and
guidelines on best practice from the Equality and Human Rights Commission and the
Department of Health.
The CCG commits to promote Equality, Inclusion and Human Rights (EIHR) to ensure that
the CCG’s activities ensure no-one receives less favourable treatment due to their personal
circumstances. This includes, but is not limited to, the protected characteristics of their age,
disability, sex (gender), gender reassignment, sexual orientation, marriage and civil
partnership, race, religion or belief, pregnancy and maternity status.
The CCG commits to ensure that when making decisions, appropriate and proportionate
consideration is given to; gender identity, socio-economic status, immigration status and the
principles of Human Rights in the Human Rights Act 1998.
In carrying out its functions, North Derbyshire CCG is committed to having due regard to the
Public Sector Equality Duty of the Equality Act 2010. This applies to all the activities for
which the CCG is responsible, whether internal or where services are commissioned on its
behalf, including policy development and review.
Responsibilities:
The Governing Body

The CCGs Governing Body have overall corporate responsibility for ensuring that the
CCG complies with their legal and ethical obligations with regard to EIHR in their
dealings with staff, service users, patients, the public and other stakeholders. The
Governing Body commits to :
o Having an executive lead with responsibility for the operational delivery of its
EIHR obligations.
o Ensuring that the organisation has Equality Objectives
o Reviewing papers, reports etc. to ensure compliance with relevant legislation
and best practice.
o Only approve a decision where they are confident that robust Equality
Analysis and Due Regard has been undertaken, can be evidenced and the
impacts of said decision are fully understood.
Managers and Team Leaders
 CCG managers hold responsibility for ensuring the practical implementation of this
Commitment and for the incorporation of its principles into all CCG policies and
procedures.
 Managers should be aware that they will be expected to positively promote high
equality standards, in line with the requirements of the Act. Key aspects of which are
outlined in the NHS Knowledge Skills Framework Core Dimension 6 (Equality and
Diversity).
o Managers, and other employees in supervisory positions, have a particular
duty to ensure that discrimination, or any other breaches of this Commitment,
do not occur in any directorates/departments or areas of work for which they
are responsible.
o Managers also have a duty to give positive support to any measures which will
promote Equality, Inclusion and Human Rights.
18
o
Ensure that any contracts for NHS services include robust monitoring and
requirements around Equality Inclusion and Human Rights.
Staff
Good employee relations and practices depend on employees’ attitudes and activities at
work. In particular individual employees:

Have a personal responsibility for the application of this commitment on a day-to-day
basis. This means they should not undertake any acts of discriminatory practice in the
course of their employment
 Should positively promote high equality standards in the course of their employment
wherever possible.
 Have a responsibility to bring any potentially discriminatory practice to the attention of
their Line Manager, the Human Resources Department or relevant Trade
Union/Professional Associations and the Arden GEM CSU EIHR team.
 Must not victimise individuals on the grounds that they have made complaints or
provided information on discrimination, but must be active in informing management
of discrimination.
At the heart of this commitment is the requirement placed on ALL staff to ensure that robust
and proportionate Equality Analysis and Due Regard is taken around any decision which the
CCG takes and can be effectively demonstrated.
This is a Legal requirement, enshrined in:
The Equality Act 2010 (Public Sector Equality Duty, s149)
The Human Rights Act 1998.
The NHS Constitution.
Health and Social Care Act 2012 (Section 14)
For full details on the CCG’s responsibilities see the CCG’s guidance on Equality Analysis
and Due Regard for decision makers. (link here)
Equality, Inclusion and Human Rights matters for everyone, it is a legal requirement and we
all have a role in making sure the CCG meets these requirements. By doing so, the CCG
ensures the best possible outcomes for the local community; CCG staff and especially those
seldom heard groups who experience health inequalities. The CCG has an obligation to
understand and take action to reduce Health Inequalities for the population they serve as
part of the requirements of the Health and Social Care Act 2012.
This commitment should be followed in line with the following specific policies:
Recruitment and Selection Policy
Absence Management Policy
Code of Conduct
Bullying and Harassment Policy
Procurement Policy
Annual Leave and Special Leave Policies
Maternity and Paternity Leave Policies
Raising Concern at Work (Whistleblowing)
In addition staff should ensure that they take into account any other relevant CCG policy.
Where a specific circumstance is not covered by any policy actions should be considered in
line with the NHS values set out in the Constitution, legislation and the values set out in each
CCG’s commitment.
19
Appendix 2.1 – 2011 Census North Derbyshire with England and Derbyshire benchmarks
Age (years)
England Overall
n
%
Derbyshire
Overall
NHS North
Derbyshire
n
n
%
%
0 to 4
3318449
6.26%
57339
5.82%
13756
5.06%
5 to 14
6053561
11.42%
111313
11.30%
29142
10.72%
15 to 24
6935586
13.08%
120995
12.28%
30718
11.30%
25 to 39
10709218
20.20%
177231
17.99%
43473
15.99%
40 to 64
17335113
32.70%
342922
34.80%
100461
36.95%
65 to 74
4552283
8.59%
93812
9.52%
29144
10.72%
75 and over
4108246
7.75%
81736
8.30%
25171
9.26%
985348 100.00%
271865
100.00%
Total
53012456 100.00%
Sex
England Overall
Derbyshire
Overall
NHS North
Derbyshire
n
%
n
%
n
Females
26943308
50.82%
499723
50.72%
138494
50.94%
Males
26069148
49.18%
485625
49.28%
133371
49.06%
Total
53012456 100.00%
985348 100.00%
271865
100.00%
England Overall
Derbyshire
Overall
NHS North
Derbyshire
Disability
%
n
%
n
%
n
Day-to-day activities not limited
43659870
82.36%
787765
79.95%
215281
79.19%
Day-to-day activities limited a little
4947192
9.33%
103808
10.54%
29901
11.00%
Day-to-day activities limited a lot
4405394
8.31%
93775
9.52%
26683
9.81%
985348 100.00%
271865
100.00%
Total
53012456 100.00%
%
21
Ethnicity
England Overall
Derbyshire
Overall
%
NHS North
Derbyshire
n
%
n
n
%
White English/Welsh/Scottish/Northern Irish/British
42279236
79.75%
892743
90.60%
260716
95.90%
White Irish
517001
0.98%
5231
0.53%
1111
0.41%
White Gypsy or Irish Traveller
54895
0.10%
604
0.06%
70
0.03%
White Other White
2430010
4.58%
18995
1.93%
3283
1.21%
Mixed/multiple ethnic group White and Black Caribbean
415616
0.78%
6920
0.70%
1012
0.37%
Mixed/multiple ethnic group White and Black African
161550
0.30%
1152
0.12%
270
0.10%
Mixed/multiple ethnic group White and Asian
332708
0.63%
3726
0.38%
754
0.28%
Mixed/multiple ethnic group Other Mixed
283005
0.53%
2134
0.22%
421
0.15%
Asian/Asian British Indian
1395702
2.63%
14969
1.52%
854
0.31%
Asian/Asian British Pakistani
1112282
2.10%
15555
1.58%
438
0.16%
Asian/Asian British Bangladeshi
436514
0.82%
887
0.09%
180
0.07%
Asian/Asian British Chinese
379503
0.72%
2939
0.30%
701
0.26%
Asian/Asian British Other Asian
819402
1.55%
5270
0.53%
623
0.23%
Black/African/Caribbean/Black British African
977741
1.84%
4425
0.45%
665
0.24%
Black/African/Caribbean/Black British Caribbean
591016
1.11%
4508
0.46%
351
0.13%
Black/African/Caribbean/Black British Other Black
277857
0.52%
1067
0.11%
108
0.04%
Other ethnic group Arab
220985
0.42%
1098
0.11%
109
0.04%
Other ethnic group Any other ethnic group
327433
0.62%
3125
0.32%
199
0.07%
Total
53012456
100.00%
985348
100.00%
271865
100.00%
22
Religion
England Overall
Derbyshire
Overall
n
%
n
Christian
31479876
59.38%
599156
60.81%
178063
65.50%
Buddhist
238626
0.45%
2282
0.23%
629
0.23%
Hindu
806199
1.52%
3545
0.36%
398
0.15%
Jewish
261282
0.49%
462
0.05%
133
0.05%
Muslim
2660116
5.02%
21144
2.15%
1018
0.37%
Sikh
420196
0.79%
11194
1.14%
305
0.11%
Other religion
227825
0.43%
3747
0.38%
957
0.35%
No religion
13114232
24.74%
274909
27.90%
70616
25.97%
Religion not stated
3804104
7.18%
68909
6.99%
19746
7.26%
Total
53012456
100.00%
985348
100.00%
271865
100.00%
Marital status
England Overall
%
NHS North
Derbyshire
Derbyshire
Overall
%
n
%
NHS North
Derbyshire
n
%
n
n
%
Single
14889928
34.64%
249010
30.96%
65005
28.81%
Married
20029369
46.59%
394932
49.11%
114325
50.67%
In a registered same-sex civil partnership
100288
0.23%
1789
0.22%
540
0.24%
Separated
1141196
2.65%
19855
2.47%
5222
2.31%
Divorced or formerly in a same-sex civil partnership
3857137
8.97%
77609
9.65%
22286
9.88%
Widowed or surviving partner
2971702
6.91%
61038
7.59%
18233
8.08%
Total
42989620
100.00%
804233
100.00%
225611
100.00%
23
Appendix 2.2 CCG workforce profile
Workforce
profile
% Disabled
Quarterly
3.00%
3.00%
4.00%
4.10%
% Female
Quarterly
74.00%
75.00%
75.00%
75.40%
% Male
Quarterly
26.00%
25.00%
25.00%
24.60%
% Black, minority
ethnic (BME)
Quarterly
2.00%
2.00%
2.00%
1.60%
% Age profile
Annually
Please
% Sexual orientation
Annually
Refer
% Gender profile by
banding
Annually
To
graphs
24
Age Band
WTE SUM
Headcount
16 - 20
21 - 25
26 - 30
31 - 35
8.60
12
36 - 40
18.03
22
41 - 45
18.24
23
46 - 50
15.04
20
51 - 55
18.79
24
56 - 60
61 - 65

Redacted values to preserve staff anonymity.
25
Appendix 3 – Equality Objectives Action Plan Template
CCGs Logo
Action Plan for Equality Objective No x
Equality Objective
Link to the PSED
Link to EDS2 outcomes
Link to Human Rights
Lead / key
contributors
Overall
Operational
Task Number
Identify which of the 3 aims apply
Goal x outcome x.x and supporting narrative
Identify relevant Human Rights Articles and supporting narrative
CCG director level; include contact details
Responsible manager(s); include contact details
Specific Task
Action Required
Measures
Expected Outcome / Impact
Timescale
Task 1
Task 2
Task 3
Progress Updates
Task 1
Task 2
Task 3
Internal RAG Rating:
NOT TO BE PUBLISHED
To be coloured as appropriate
26
Appendix 4
27