Promoting equality is at the heart of Liverpool CCG's values, ensuring that everyone counts and we commission services fairly and that no community or group is left behind in the improvements that will be made to health outcomes across the city.
We will continue to work internally, and in partnership with our providers, community and voluntary sector and other key organisations to ensure that we advance equality of opportunity and meet the requirements of the Equality Act 2010
The Equality Act 2010 requires us to meet our Public Sector Equality Duty across a range of protected groups including age, gender, race, sex, sexual orientation, religion/belief, gender identity, marital/civil partnership status and pregnancy/maternity status.
We are required to prepare and publish Equality Objectives and meet our Specific Duty as outlined in the Equality Act 2010. Our plan is specific and measurable and we will update the plan on an annual basis.
The CCG understands that at sometimes in our lives we may face barriers in relation to accessing health services or experience different outcomes. Liverpool CCG wants to reduce the health differences across our diverse communities and our Equality Objectives will support us to do this.
Our equality objectives are
• To make fair and transparent commissioning decisions
• To improve access and outcomes for patients and communities who experience disadvantage
• To improve the equality performance of our providers through robust procurement and monitoring practice
• To empower and engage our workforce
To help us set our equality objectives we used NHS Equality Delivery Systems. You can read our Equality Objective Report and Plan and view our Equality Delivery Systems self-assessed score.
NHS Workforce Race Equality Standards (WRES)
All NHS organisations are required to demonstrate how they are addressing race equality issues in a range of staffing areas. The nine-point Workforce Race Equality Standard (WRES) metric helps organisations to achieve this.
Four of the metrics are specifically on workforce data and four are based on data derived from the national NHS Staff Survey indicators. The staff survey information will highlight any differences between the experience and treatment of white and BME staff in the NHS. The final metric requires organisations to ensure that their Boards are broadly representative of the communities they serve.
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.”
You can access the following link to find out more about the NHS WRES and a report on the 2015 findings of the WRES nationally by clicking here. You can download our WRES Report for 2016 here.
Please note that this report remains a draft until it can be ratified by the next HR Committee, date TBC.
If you have any queries, please contact our HR and OD team: Lisa.Doran2@liverpoolccg.nhs.uk or Zafeira.Bisti@liverpoolccg.nhs.uk
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