Equality and Inclusion

As a public sector body, East Staffordshire CCG is required under the 2010 Equality Act to make provision for various obligations and legally-mandated duties conferred on us by the Act (known as the "Public Sector Equality Duty" or PSED). These PSED requirements relate to the CCG as an NHS Commissioner, local system leader and as an employer. When deploying our commissioning functions, we are required to promote equality and diversity and tackle health inequalities. Part of these duties relate to the publication of certain strategy documents, including our CCG objectives in this area, along with annual equality and inclusion reports to show how we are performing against those.

Staffordshire and Stoke-on-Trent Clinical Commissioning Groups Equality and Inclusion Strategy 2019-2021  

Staffordshire and Stoke on Trent CCGs Public Sector Equality Duty Objectives

The purpose of setting equality objectives is to help the CCGs to better perform against the 2010 Equality Acts, Public Sector Equality Duty (PSED). Equality objectives help focus attention on the priority equality issues in order to deliver improvements in policy making, service delivery and employment, including resource allocation. Examples include targeted engagement or service delivery.

Read and downlaod: 2018-2021 CCG Combined Equality Objectives

 

Equality and Inclusion Annual Reports:

 

 

Staffordshire and Stoke-on-Trent CCG Workforce Race Equality Standard (WRES)

Staffordshire and Stoke on Trent CCGs have two roles in relation to WRES as commissioners and employers. 

NHS Workforce Race Equality Standard (WRES) is a useful tool to identify, monitor and reduce any disparities in experience and outcomes for NHS employees and job applicants of different ethnicities. The Standard tracks progress to identify and help eliminate discrimination in the treatment and to promote equality of opportunity for Black Asian Minority Ethnic (BAME) employees. 

The Staffordshire and Stoke on Trent 6 CCGs publicly combine their workforce data when reporting on WRES . But even with combined workforce data, the CCGs need to consider how low staff numbers or grouping staff by characteristics could potentially identify individual staff. For this reason we publish figures as percentages. CCGs in their commissioning role, monitor their larger provider equality webpages for compliance against this standard. 

For more Information please visit NHS England Workforce Race Equality Standard 

2018-2019 WRES Template & Report