Equality and Diversity
Promoting equality is at the heart of NHS Wirral CCG values, ensuring that we commission services that are appropriate and accessible. No community or group should be disadvantaged or discriminated against by the services we put in place to improve health outcomes. This means that everyone on Wirral should have equal access to NHS information, services and buildings.
We work internally and in partnership with our providers, community and voluntary sector and other key organisations to ensure that we meet the requirements of the Equality Act 2010.
At NHS Wirral CCG, we know that not all people access or take up services in the same way, and we want to try to take reasonable steps to accommodate these different needs, particularly for vulnerable protected groups. We annually publish an Equality and Inclusion report to show what we are doing to ensure that our services and employment opportunities are fair and accessible to all.
There is clear evidence that people’s health, their access to and experiences of health services are affected by their age, gender, race, sex, sexual orientation, religion/belief, transgender, disability, marital/civil partnership status, pregnancy/maternity status in addition to other factors such as low income or unemployment. Wirral CCG commissions services that meet the needs of all its communities; improving access and outcomes for residents and communities throughout the area.
The CCG takes equality and diversity seriously and is committed to embedding best practices in this regard into all aspects of the organisation and its work streams.
For a full overview of our approach to Equality and Inclusion please see our annual report in the document library at the bottom of this page.
Equality and Inclusion Strategy
Our Equality Strategy sets out our equality objectives for 2018 – 2022
- Better health outcomes
- Improved patient access and experience
- A representative and supported workforce
- Inclusive leadership
These will be our equality objectives for the next 4 years. We will report progress in our Equality and Inclusion annual reports.
The full Equality and Inclusion Strategy can be found in the document library below.
Equality Delivery System 2 (EDS2)
In April 2015, EDS2 implementation by NHS provider organisations was made mandatory in the NHS Standard Contract.
EDS2 implementation is also explicitly cited within the CCG Assurance Framework, and will continue to be a key requirement for all NHS clinical commissioning groups.
EDS2 is a performance management tool that is used to help NHS organisations review, assess and improve their performance for both staff and service users from protected characteristic groups which are protected under the Equality Act 2010.
EDS2 also supports the clinical commissioning group in meeting its Public-Sector Equality Duty (PSED).
There are 4 goals of EDS2 and 18 outcomes within these goals. Organisations can select which goal(s) they would like to review each year.
Evidence is collected, and this is then assessed by a group of relevant stakeholders.
Our EDS2 objectives and our grading for 2018 – 2019 can be found in full in the report in the document at the bottom of this page.
Accessible Information and Communication
Wirral Clinical Commissioning Group publish and produce a range of information on healthcare. It is important that this information is as easy to access and use as possible by the intended audience.
That audience may be a member of the public who use health care services or a professional person acting on behalf of a patient.
Wirral has a key role to play in commissioning health care services across the region. Our provider organisations play a key role in assisting people to make fully informed decisions about their healthcare.
It is therefore vital that we take into account the communication needs of people when producing corporate communications and information.
We need to make sure that the information we provide is of high quality and is accessible e.g. available in alternative formats on request; is clear easy to use and accessible specifically to the patient / their primary carer.
This will ensure that no one is unintentionally excluded from accessing our information.
In June 2015 the Standardisation Committee for Care Information (SCCI) approved a new ‘accessible information standard’.
All organisations that provide NHS or adult social care must follow the accessible information standard by law (under Section 250 of the Health and Social Care Act 2012).
A full report detailing how we meet this standard can be found in the document library at the bottom of this page.
For more information on the Accessible Communication Standard, visit: https://www.england.nhs.uk/ourwork/accessibleinfo/
Implementing the Workforce Race Equality Standard (WRES) is a requirement for NHS commissioners and NHS provider organisations.
The NHS Equality and Diversity Council announced on 31 July 2014 that it had agreed action to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
In April 2015, after engaging and consulting with key stakeholders including other NHS organisations across England, the WRES was mandated. WRES has been part of the NHS standard contract, starting in 2015/16 and included in the 2016/17 NHS standard contract.
The first is a Workforce Race Equality Standard (WRES), which means organisations are required for the first time to demonstrate progress against nine metrics. Four of these metrics are specifically focused on workforce data and another four are based on data gathered from the national NHS staff survey.
The staff survey information will highlight any differences between the experience and treatment of white staff and BME staff in the NHS.
The final metric requires NHS provider organisations to ensure their boards are broadly representative of the communities they serve.
Our WRES return 2018 - 19 has been completed and submitted to NHS England and informs our workforce action planning. We do not publish the report as we are a small organisation and therefore the data would mean that our staff may be identifiable.
NHS England has strengthened its diversity push with plans for the Workforce Disability Equality Standard (WDES)
What is the Workforce Disability Equality Standard?
The Workforce Disability Equality Standard (WDES) is a set of specific measures (metrics) that will enable NHS organisations to compare the experiences of disabled and non-disabled staff. This information will then be used by the relevant organisations to develop a local action plan, and enable them to demonstrate progress against the indicators of disability equality.
The NHS Standard Contract for 2017-19 (January 2018 edition) set out that NHS Trusts and Foundation Trusts will have to implement the WDES in the first year. The indicative timetable and the reporting deadline of August 2019 are outlined in the table below. This brings the reporting timetable in line with the Workforce Race Equality Standard (WRES). There will be further consultation in 2018 about extending the scope of the WDES, beyond NHS Trusts and Foundation Trusts, to include other providers of NHS funded services operating under the NHS Standard Contract.
NHS England is now working on an ambitious timetable for the implementation of WDES, which includes a series of consultation activities and events. Following these, we will finalise the metrics and publish a suite of products to support delivery.
The WDES is important, because research shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety.
The implementation of the WDES will enable NHS Trusts and Foundation Trusts to better understand the experiences of their disabled staff. It will support positive change for existing employees and enable a more inclusive environment for disabled people working in the NHS. Like the Workforce Race Equality Standard on which the WDES is in part modelled, it will also allow us to identify good practice and compare performance regionally and by type of trust.
Recent and next steps
Between mid-October and mid-November 2017, draft WDES Metrics were piloted by 16 NHS Trusts and a small number of Arm's Length Bodies (ALBs); we have also engaged with Disabled Staff Networks within NHS Trusts and similar networks within NHS Trade Unions. The draft metrics will be published on the NHS England webpages in due course. The results from this engagement work will inform any potential changes to the draft WDES metrics, and there will be further consultation before they are finalised.
An online survey will be launched by our partner, NHS Employers, and there will also be a set of regional consultation events.
We are also producing, in conjunction with partners in the Health and Wellbeing Alliance (HWA), information about Disabled Staff Networks and we are developing more information about existing resources, including best practice case studies.
NHS Trusts and Foundation Trusts will not need to undertake any preparatory work before March 2018. Discussions about the WDES, its implementation and the collection of the data will take place during the consultation period.
Key indicative milestones are included in the table below.
Regional Consultation Events.
Publication of the WDES.
NHS Trusts and Foundation Trusts review their data and reporting against the metrics.
Reporting sheet with prepopulated data sent to NHS Trusts and Foundation Trusts.
First WDES reports to be published in August 2019, based on data from the 2018/19 financial year.
First National WDES annual report published by NHS England.
If you would like to ask any questions about the WDES or if you would like to comment, please contact the WDES mailbox: england.WDES@nhs.net).
You can also join the mailing list by emailing us: england.WDES@nhs.net
This information can be made available in alternative formats, such as easy read or large print, and may be available in alternative languages, upon request.
Modern Slavery Act 2015
At the end of March 2015, the Modern Slavery Act, a piece of landmark legislation, came onto the statute. The main thrust of the Act focuses on illegal activity in the UK; however, the legislation also looks at the potential for slavery down the supply chain outside of the UK. The Act has direct implications for businesses operating in any sector in the UK.
A key element of the Act is the ‘Transparency in Supply Chains’ provision. Businesses above a certain threshold are required to produce a ‘Slavery and Human Trafficking Statement,’ outlining what steps they have taken in their supply chain and own business to ensure slavery and human trafficking is not taking place.
Who does the Act apply to?
- a) A body corporate (wherever incorporated) which carries on a business, or part of a business, in any part of the United Kingdom, or
- b) A partnership (wherever formed) which carries on a business, or part of a business in any part of the United Kingdom.
The Government’s Consultation
Following the passing of the Act, the UK Government entered a period of consultation with industry and interested parties which ended on 7th May 2015. The consultation process sought views on the turnover threshold that would determine whether or not a company has to report as well as what guidance is required to help businesses understand what a slavery and human trafficking statement might include.
A summary of the consultation was published by the Home Office on 29th July 2015. The document summarises key findings from the responses to the consultation and more specifically provides details of:
- The threshold for reporting on the ‘Transparency in Supply Chains’ clause.
• Initial views on the content of the statutory guidance that the Government are compiling which is due for publication late 2015.
Threshold for reporting
Following the consultation, the turnover threshold for reporting has been set at £36million. Companies above this threshold will be obliged to report as detailed in the ‘Modern Slavery and Supply Chains – Government Response.’
“all commercial organisations carrying on business in the UK with a total turnover of £36m or more will be required to complete a slavery and trafficking statement for each financial year of the organisation.”
The aim of this measure is to encourage businesses to do the right thing and to drive transparency as companies’ statements are published, scrutinised and compared.
For further information or if you have any queries please contact:
Lorna Quigley – Director of Quality & Safety (Lead for Equality & Diversity)
Lorna.email@example.com - 0151 651 0011