NHS Swindon CCG is committed to becoming an organisation which is pro-diversity and anti-discriminatory, where everyone's diversity is valued and appreciated.

The role of equality and diversity is central to our values, processes and behaviours. We are currently updating our Equality and Diversity Strategy, and will ensure that NHS Swindon CCG as a public body, will meet its duty to eliminate discrimination and promote equality of opportunity. This duty applies to NHS Swindon CCG staff, service users, patients, carers and members of the general public that NHS Swindon CCG staff come into contact with.

Our ambition

We will:

  • Ensure staff fully understand equality and diversity, current local issues and their responsibilities in regards to equality requirements
  • Empower staff to challenge prejudice, identify and make required reasonable adjustments in their own work areas
  • Include equality and diversity training as a mandatory requirement for all staff
  • Designate Equality Champions at Board and operational level and introduce additional training to support these roles
  • Equip managers to promote the cultural and behavioural changes, to ensure equality and diversity is fully embedded within mainstream business of the CCG
  • Provide an environment for our staff which is free from unlawful discrimination and ensure members of the public have the right to expect the care and treatment they receive from us is provided in a similar environment
  • Work with trade union representatives, staff seminars and use anonymous questionnaires to ascertain staff opinions.

You can read the 2015/16 Equality Annual Report and Strategy documents here:-

Equality Annual Report 2016-17

pdf Equality and Diversity Strategy (315 KB)

Key Legislation

Equality Act 2010

We are committed to preventing discrimination, valuing diversity and achieving equality of opportunity in relation to the protected characteristics as set out by the Equality Act 2010:

  • Age
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Sex
  • Sexual Orientation
  • Race/Ethnicity
  • Religion or belief
  • Human Rights

We recognise these strands of diversity are founded in legislation and that discrimination may be noted on a wider variety of issues.

We are committed to looking beyond these strands of diversity to appropriately value all of our staff, including those who work part time, are on fixed term contracts or work flexibly.

We also recognise the need to fully respect the needs of our service users, patients and their carers. To achieve this, we are committed to listening and learning to all members of the community and making special efforts to reach those who are seldom heard.

We set ourselves the challenge to remove barriers in society wherever possible; to ensure equality of access to the services we provide, and employment opportunities within the organisation.

"Equality & Diversity are not interchangeable. There can be no equality of opportunity if the diversity of staff and the local community is not recognised and valued" Department of Health HR Directorate 2003

Equality Objectives

The purpose of setting specific, measurable equality objectives is for the organisation and employees to better perform the general equality duty. Equality objectives should help focus attention on the priority equality issues within the organisation, to deliver improvements in policy-making, service delivery and employment, including resource allocation.

The Equality Objectives about the nine protected characteristics (of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation) across the CCG are:

  • Improved checking that protected characteristics are being recorded across all the services.

This knowledge and information will inform and support decision making about which health services to buy for our patients.

This information about the CCG will be measured by ConsultHR, our human resources department using staff recruitment information. It will be reported on at least once a year, for example through the annual workforce report.

  • We will ensure that health service providers fulfill their duties under the Equality Act 2010.

Annual equality reports from health service providers are to be sent to commissioners. Provider compliance will be monitored through health service contracts and thus reported in both provider and the CCG's annual equality reports.

  • Any new health services or future health service changes to have an equality impact assessment completed. This will be measured by ensuring that all changes to health services or new health services will have an equality assessment included as part of the approval process.

It is important to consider equality objectives that will address specific feedback from patient representatives at  equality engagement events. We wish to acknowledge and resolve local issues and then to use that learning across the CCG. These Equality Objectives are to be refreshed, and agreed by external organisations and local interest groups in addition to our Strategy objectives.

Equality Impact Assessments

An Equality Impact Assessment (EIA) is a systematic way of seeing how any policies may affect groups of people differently based on the protected characteristics of diversity. EIAs are similar to risk assessments. In the same way a risk assessment would be taken forward, an EIA allows the assessor to identify potential problems and resolve or minimise them where possible.

All policies, procedures, new or major changes to services and strategies, should be impact assessed and an EIA should be completed. A document should not pass through the ratification process without completing an EIA. The EIA is to accompany any new documents such as business cases. We will assess quality and equality equally, to provide a robust review and promote quality of service for all.

Key tools

Equality Delivery System 2 (EDS 2)

The Equality Delivery System 2 is designed to support NHS commissioners and providers to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse. The Equality Delivery System is all about making positive differences to healthy living and working lives. NHS Swindon CCG use EDS 2 to assess, grade and identify current compliance levels. This will identify areas to strengthen and improve compliance and the experience of healthcare in Swindon.

Contact

Gill May, Executive Nurse
The Pierre Simonet Building
North Swindon Gateway
North Latham Road
Swindon,
SN25 4DL

 

This page will continue to be updated as new key policies and strategies are developed.