As an authorised public sector organisation, Corby 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.
Equality Delivery System (EDS)
The Equality Act 2010 requires the CCG to report and demonstrate its commitment to the Equality Act 2010 and measure progress against the General duty, focusing on outcomes to be achieved. The Equality Delivery System (EDS) also helps to set specific and measurable goals and helps to inform the CCGs Equality Objectives for 2016-2017.
The EDS portfolio of evidence report outlines the progress the CCGs have actively made so far in 2015 to meet its Equality Objectives and the Public Sector Equality Duty. Our latest Equality Delivery System (EDS2) is available to read please click here for the January 2016 update.
The CCG must prepare and publish one or more equality objectives it thinks it should achieve to support the PSED (above). The objectives must be published not later than 13th October 2013 and at intervals of not greater than four years. Each objective must be specific and measurable.
The CCG must publish information, not later than 31stJan each year, to demonstrate compliance with the PSED. The information published must relate to persons who share a relevant protected characteristic who are:
Its employees (only when employing 150 people or more);
Other persons affected by its policies and practices.
Inclusion and Equality Strategy (including Equality Objectives) 2013-2016
Corby 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.
As a new and developing organisation, the level of detail to the information that is currently available to demonstrate how the CCG is complying with the Public Sector Equality Duty continues to be improved.
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.
As Corby CCG employs 12 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, Corby 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 Corby CCGs 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.
In addition, the CCG has developed its Equality Objectives, in partnership with Nene CCG, to include working with employees to ensure the CCG is a supportive, respected and fair employer.
Information relating to activities of the CCG
In order to structure the available evidence that demonstrates how Corby CCG is working to meet the Public Sector Equality Duty (PSED), the CCG utilised the following guidance;
Technical Guidance of the Public Sector Equality Duty England, Equality and Human Rights Commission (EHRC), Jan 2013
Equality Delivery System (EDS) and EDS2, NHS England, Nov 2013.
Equality and inclusion work is an on-going activity for the CCG that will be consistently incorporated across the all of its functions.
The following table provides examples of how the CCG has begun its approach to equality and inclusion in decisions it makes and how it will be continuing to develop this over the next year in line with its strategic priorities and equality objectives.