Equality and Diversity

As an authorised public sector organisation, South Lincolnshire Clinical Commissioning Group (CCG) is required by the Equality Act 2010 to work in ways that ensure equality and inclusion is embedded into all of its functions. There are a number of duties which the CCG must address:

Public Sector Equality Duty (PSED)

In the exercise of its functions the CCG must have due regard to the need to:

  • Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
  • Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
  • Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Specific Duties

  • The CCG must prepare and publish, on a four yearly basis or more, equality objectives it thinks it should achieve to support the PSED (above). Each objective must be specific and measurable.

  • The CCG must publish information, not later than 31st Jan each year, to demonstrate compliance with the PSED. The information published must relate to persons who share a relevant protected characteristic who are:
    - It's employees (only when employing 150 people or more);
    - Other persons affected by its policies and practices.

Equality Strategy including Equality Objectives

In October 2013 as required by the Public Sector Equality Duty (Equality Act 2010), South Lincolnshire CCG set 5 Equality Objectives with a mix of 1 and 2 year timeframes, those with a 1 year timeframe continued for a second year to maintain progress and ensure that effective work could continue to be evidenced.  The CCG has now completed its progress towards these objectives as detailed in the two published updates detailing progress in 2013 - 2014 and 2014 - 2015 respectively.

With these objectives now achieved successfully, the CCG has developed the following 5 objectives:

  • Objective 1: Continue to embed equality monitoring into provider contracts and work with providers to ensure that services commissioned are available to all patients with protected characteristics.
  • Objective 2: Continue to work with Patient Participation Groups and other organisations such as Healthwatch to ensure that all sectors, including those with protected characteristics, report positive experiences of the NHS.
  • Objective 3: Continue to monitor complaints and comments to ensure that all sectors have their say and encourage feedback on access and experience from health professionals as well as patients and carers.
  • Objective 4: Develop specific project work to identify the views of carers on the health and social care needs of the person cared for and to develop an action plan which focuses on improving the health outcomes of both carer and cared for.
  • Objective 5: The CCG will maintain Mindful Employer and Two Ticks.

These objectives will build on the progress made and set the CCG’s direction for the next two years. During 2018 these objectives will be reviewed and further updates on the progress made towards these objectives will be published on this section of the website.

Publication of Information

South Lincolnshire CCG became an authorised public sector organisation in April 2013, in line with the re-organisation of the NHS brought about by the Health and Social Care Act 2012.

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.

Annual Equality Reports

With a commitment to publishing Equality information to meet our legal duties, keep the public informed and share information with stakeholders please click on the following links to access our Annual Equality Reports.

pdf Annual Equality report 2015 (519 KB) click here for   folder appendices

pdf Annual Equality report 2014 (142 KB) pdf click here for  folder appendices

Workforce

As South Lincolnshire CCG employs 30 members of staff, it is not required to produce detailed staff profiles by protected characteristics. This also protects the privacy of employees as any profiles of protected characteristics would allow individuals to be identified.

However, South Lincolnshire 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 South Lincolnshire CCG 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.

Information relating to activities of the CCG

Equality and inclusion work is an on-going activity for the CCG that will be consistently incorporated across the all of its functions.