For our staff, we recognise and value difference and aim to create a working culture and practices that recognise, respect, and value difference for the benefit of the organisation and the individual. To ensure equality of opportunity and that there is no discrimination of staff, the CCG monitors information on staff at the point of recruitment and for those already in post.
The CCG works to a number of statutory and policy drivers, which underpin the Equality and Diversity agenda.
Public sector equality duties
The Equality Act 2010 introduced a public sector equality duty consists of a general duty and specific duties.
General equality duties
The general duty requires the CCG, as a public body, to demonstrate due regard to the need to:
- Eliminate unlawful discrimination, harassment, victimisation, and other conduct prohibited by the Act.
- Advance equality of opportunity between people from different groups.
- Foster good relations between people from different groups.
Specific equality duties
The specific duties require public bodies such as the CCG to:
- publish relevant, proportionate information demonstrating compliance with the general duty at least annually.
- prepare and publish one or more objectives it thinks it should achieve to have due regard to the need to eliminate discrimination and harassment, to advance equality of opportunity, and foster good relations at least every four years
How do we demonstrate due regard?
The CCG is committed to ensuring that it demonstrates due regard to the general duty when making decisions about policies and services. We have embedded the Equality Impact Assessment (EIA) into our decision making processes. This enables us to look at the impact an existing or proposed policy, procedure, practice, or service is likely to have on different groups of people. The EIA process aims to eliminate discrimination and improve equality.
In response to the Public Sector Equality Duty we have identified four equality objectives for the period 2017-20. Accompanying these objectives is our Equality Improvement Plan 2018-19 which details the work we will be undertaking to achieve our equality objectives. Read our Equality Improvement Plan 2018-19.
Workforce Race Equality Standard (WRES)
NHS England has introduced a new Workforce Race Equality Standard which, for the first time, requires organisations employing almost all of the 1.4 million NHS workforce to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of BME Board representation.
You can find out more about WRES on www.england.nhs.uk/wres/. You can also view the Cambridgeshire and Peterborough Workforce Race Equality Standard Report 2019.
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