Please e-mail Enquiries@northcumbriaccg.nhs.uk
if you have any questions or wish to get involved,
or call: 01768 245 486
The Health and Social Care Act 2012 requires CCGs to;
• reduce inequalities between patients with respect to their ability to access health services, and
• reduce inequalities between patients with respect to the outcomes achieved for them by the provision of health services.
- Equality Delivery System EDS2 2018 to 2019 Report
- Equality Delivery System EDS2 Report April 2019
- 2018 Equality, Diversity and Inclusion Report
- View the Cumbria Public Sector Equality and Diversity Strategy 2016 – 2020
Previous CCG Reports
- Equality Delivery System (EDS2) Interim Report December 2017
- Equality Analysis 16/17
- Equality Analysis 15/16
- Equality Analysis 14/15
- Equality Analysis 13/14
We are currently reviewing the way the various health organisations in north Cumbria report on equality with a view to providing a single report across the health system.
The CCG wants to ensure all parts of our local communities have fair access to NHS information, services and premises when they need to use services.
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.
The CCG is working hard to ensure not only that its services are appropriate and accessible for all members of our community, but that no one is disadvantaged or discriminated against by the services we put in place.
Each year, the CCG in partnership with the wider health system in north Cumbria publishes a Report to show what we are doing to routinely collect equality data and use this information to ensure that its services and employment opportunities are fair and accessible to all.
Under the Equality Act 2010 and the Public Sector General Equality Duty, public sector organisations such as CCGs must publish sufficient information to demonstrate that, in the exercise of its functions, it has ‘due regard’ (gives early consideration) to:
• eliminate discrimination, harassment and victimisation;
• advance equality of opportunity between people who share a protected characteristic and those who do not; and to
• foster good relations between people who share a relevant protected characteristic and those who do not.
The Act identifies 9 protected characteristics. Information on each can be found below:
Age - Where age is referred to, it refers to a person belong to a particular age (eg. 32 year olds) or a range of ages (eg. 18-30 year olds).
Disability - A person has a disability if s/he has a physical or mental impairment which has a substantial and long-tern adverse effect on that person's ability to carry out normal day-to-day activities.
Gender reassignment - The process of transitioning from one gender to another
Marriage and civil partnership - Marriage is defined as a 'union between a man and a woman'. Same-sex couples can have their relationships legally recognised as 'civil partnerships'. Civil partners must be treated the same as married couples on a wide range of legal matters.
Pregnancy and maternity - Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.
Race - Refers to the protected characteristic of race. It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.
Religion and belief - Religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (eg. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.
Sex - A man or a woman.
Sexual orientation - Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes.
Equality Impact Assessments
Public bodies have a statutory duty under the Public Sector Equality Duty to analyse the effect of its policies, services and functions on the workforce and service users and to publish the results of the analysis and evidence information used.
The purpose of an equality impact assessment is the ensure that our services, policies and practices do not directly, indirectly, intentionally or unintentionally discriminate against the users of our services or our staff. Where a negative impact is found, we will mitigate the impact through the development and implementation of equality improvement plans.
Undertaking an Equality Impact Assessment (EIA) enables us to consider the impact of each current and proposed service, policy, procedure or function, not only with regard to ethnicity, disability, age and gender, but also in relation to religion and belief, sexual orientation, and human rights. It is designed to ensure that ‘due regard’ is given to equality in relation to our service users and the manner in which we recruit, train and develop our staff. Some recent examples are featured below:
As part of developing plans for the new cancer centre at the Cumberland Infirmary we held a session particularly focusing on those with physical and sensory impairments and those who may require extra support to access services.
A small group of people with mobility and sensory challenges as well as representatives of groups supporting service users with additional needs met on 15 November 2018.
The afternoon included a presentation from the architects and some conversations about issues ranging from floor coverings, signage and accessibility. The conversations were rich with information, ideas and suggestions and have influenced how some of the plans will be taken forward.
See below links to the Equality Impact Analysis which was completed as part of the Healthcare for the Future consultation work.
- West, North and East Cumbria Equality Impact Analysis Report (July 2016)
- West, North and East Cumbria Equality Impact Analysis Report Addendum (Nov 2016)
An Equality Impact Analysis Workshop was also held on 6 December 2016.
The workshop was organised in partnership with the Action for Health Network with the aim of gathering feedback directly from those with a protected characteristic or those who specifically support those with a protected characteristic, across all of the proposed changes in the Healthcare for the Future Consultation,
There were 28 people who attended the workshop, all of the protected characteristics were represented (other than the LGBT community).
To strengthen the input into the EIA process and to ensure that every effort has been made to cover as many of the protected characteristics and 'hard to reach' groups as possible a further 3 deliberative events were held - One for representatives of the Neurological Alliance and one for the representatives from the deaf community (both in west Cumbria ) and one for the LGBT community (held in Carlisle). Select following link below for full information including feedback from all of these events.
- Feedback from the Equality Impact Analysis Workshop
The consultation document was also made available in other formats (audio or braille) or in other languages, on request during the consultation period.
- The Easy Read version of consultation document
- A large text version of the consultation document
A signer (someone who communicates information to deaf people using sign language) was present at all of the public consultation meeting and sound loops were also implemented.
1. Operational Delivery – To provide an equitable, responsive and appropriate service to all communities in Cumbria, encouraging and supporting the reporting of crime, appropriate use of services and promotion of health and wellbeing.
2. Organisational Change – To engage with communities and stakeholders internally and externally, improving communication and building confidence and trust in the Public Sector in Cumbria. Embedding equality into everyday business and processes to ensure all staff contributes to meeting these objectives.
3. People and Culture – building an inclusive and supportive working environment that encourages development, progression and retention of staff and volunteers. Creating a culture where all staff feel valued and where people want to come and work.
• Improve access to services
• Achieve improvements in overall health by clinical effectiveness, patient safety and patient experience for all through quality monitoring of commissioned services
• Act on information received from engagement activities and patient feedback.
With a view to:
• Promoting equality of access to services commissioned by NHS Cumbria CCG.
• Designing or re-designing services and care pathways that are contractually monitored to ensure they meet the needs of patients, carers and local communities.
• Improving the collection and use of patient experience data.
• Consult and Engage with a wide range of stakeholders about issues likely to have an impact on users of services.
• Ensure that all staff are aware that equality is everyone’s business and everyone is expected to contribute to the CCG’s Equality Objectives.
With a view to:
• Improving patient safety outcomes across all protected characteristic groups.
• Ensuring that staff at all levels of the organisation understand local equality and diversity issues.
• Providing mandatory training and access to other training relating to equality issues and legislation.
• Provide a working environment that values and respects the individual and challenges discrimination, harassment, bullying and victimisation.
With a view to:
• Monitoring staff recruitment and retention.
• Monitoring grievances and disciplinary reporting.
• Providing access to leadership and development programmes for all staff.
• Regular staff surveys and feedback mechanisms.
Equality Delivery System (EDS)
EDS is designed to support NHS commissioners and providers to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse.
EDS is a tool for NHS organisations in partnership with patients, the public and staff to review their equality performance and to identify equality objectives and actions.
EDS2 has 18 outcomes grouped into four goals, two with a patient focus and two with a workforce focus:
• Better health outcomes: The NHS should achieve improvements in patient health, public health and patient safety for all, based on comprehensive evidence of needs and results.
• Improved Patient access and experience: The NHS should improve accessibility and information, and deliver the right services that are targeted, useful, useable and used in order to improve.
• Representative and supported workforce: The NHS should increase the diversity and quality of the working lives of the paid and non-paid workforce, supporting all staff to better respond to patients’ and communities’ needs.
• Inclusive leadership at all levels: NHS organisations should ensure that equality is everyone’s business, and everyone is expected to take an active part, supported by the work of specialist equality leaders and champions.
Performance should be assessed and graded by NHS organisations in discussion with local people and the workforce.