Equality and diversity
Learn about our role and plans with respect to equality and diversity and view information we have published.
Leicester City CCG is committed to ensuring that equality and diversity is at the heart of what we do. Leicester’s population is among the most diverse in the country. Equality and diversity has an impact on everyone’s lives no matter what their ethnic background, disability, gender, gender identity, sexual orientation, faith background, marital status, age or socio-economic status.
We want to ensure that the services we buy and are responsible for are accessible, fair and treat people with the dignity and respect they deserve.
We aim to have a workforce which is as reflective of the community as possible given that we are an organisation of less than 100 employees. Our workforce is diverse as is the make up of our governing body, but we know there is always more we can do to have a more representative workforce.
On these pages, you can find our equality and diversity strategy and implementation plan, including our equality objectives. You can also find relevant equality information we have published by protected characteristics.
Leicester City CCG Equality Objectives 2016-2018
The Equality Act 2010 sets out specific duties which require the CCG to publish information, annually, on how it is meeting the Public Sector Equality Duty and, every 4 years, to produce a set of Equality Objectives.
Following a period of extensive consultation with staff and patients the following objectives were developed and agreed in late 2015:
Equality Objective 1
Commissioned services are effectively designed to ensure that relevant equality and diversity considerations are built into specifications, consulted upon with communities and equality and diversity performance indicators are embedded within contract clauses.
Equality Objective 2
Patient experience feedback demonstrates people are informed and supported to be as involved as they wish to be in decisions about their care across all protected characteristics and that the CCG is working in partnership with communities to bring about behaviour change leading to positive health outcomes for all.
Equality Objective 3
Improve the representation of the workforce across protected characteristics, but with a particular focus on BME Black and Minority Ethnic representation at senior levels ( Agenda for Change 8b and above)
Achievement against these objectives is monitored and reported to the CCG’s internal Integrated Governance Committee and will be reviewed in late 2018, along with the development of a new Equality and Inclusion Strategy for 2019.
You can view progress against our objectives in the Leicester City CCG Equality and Inclusion Annual Report 2017-18
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