Promoting equality is at the heart of NHS Liverpool CCG values, ensuring that we commission services fairly and that no community or group is left behind when we make commissioning decisions on behalf of our population, especially in relation to meeting the challenges the NHS face, as outlined in the NHS Long Term Plan.
We will continue to work internally, and in partnership with our NHS Trusts, community and voluntary sector organisations, and other key stakeholders to ensure that we advance equality of opportunity and strive to meet the exacting requirements of the Equality Act 2010
The Equality Act 2010 requires us to meet our Public Sector Equality Duty across a range of groups with protected characteristics including age, disability, race, sex, sexual orientation, religion/belief, gender reassignment, marital/civil partnership status and pregnancy/maternity status.
NHS England guidance around CCG duties can be viewed below:
Our Annual Equality Report for 2020/21 is available here.
We are required to prepare and publish Equality Objectives and to meet our Specific Duties as outlined in the Equality Act 2010. Our plan aims to address issues associated with access and outcomes across people who share protected characteristics. The CCG understands that at times in our lives we may face barriers to accessing health services or experience different outcomes. Liverpool CCG want to make a big difference to health outcomes across our diverse communities and our Equality Objectives will support us to do this.
Our equality objectives are:
To help us set our Equality Objectives we use the NHS Equality Delivery Systems 2 (EDS2) self-assessment. The CCG’s EDS2 summary report for 2020/21 is available here. Progress has been made on a number of actions over the last twelve months which can be seen in our updated equality objective action plan which is available here.
If you wish to contact the CCG on a matter relating to equality and diversity please contact:
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.
To learn more about NHS WRES visit the NHS England website here. You can also view our WRES Report for 2020/21 here:
Patient and Community Involvement Case Studies
Please find below a list of case studies from the Equality & Inclusion Shared Service for Merseyside CCGs: