Equality and Inclusion Publications
The CCG is required to produce an annual report on how it is meeting the Public Sector Equality Duty. Below you will find all publications related to Equality and Inclusion such as the CCG’s Equality and Inclusion Annual Report, the CCG’s Equality and Diversity Strategy and the results of the CCG’s Equality Delivery System gradings.
Equality and Inclusion Annual Reports
As a public sector organisation, Leicester City CCG is required to publish Equality and Inclusion Annual Reports to demonstrate that we comply with the Public Sector Equality Duty.
Equality and Diversity Strategy
Our Equality and Inclusion Strategy sets out our commitment to taking equality and inclusion into account in everything we do. We recognise the importance of embedding equality principles and practices within the organisation which will support us in commissioning the right services for our local population.
Equality and Diversity Strategy 2014/17
Equality Delivery System (EDS2)
The Equality Delivery System (EDS2) is a national toolkit mandated by NHS England that supports us to provide better working practices and environments that are free from discrimination.
It helps us understand how well we are responding to the equality issues that matter most to patients and staff. It also tracks our performance against national benchmarks, including the CCG Assurance Framework.
Accessible Information Standard
From 1st August 2016 onwards, all organisations that provide care or adult social care are legally required to follow the Accessible Information Standard. CCGs are expected to give consideration to the Duty and ensure that their providers are meeting this standard.
The Accessible Information Standard aims to make sure that people who have a disability, impairment, sensory loss, or varying communication needs are provided with information that they can easily read and understand, or receive the support they require to be able to communicate effectively with health and social care services.
Further information about the Accessible Information Standard can be found on the NHS England website
Information in other formats
For all of our work, if you would like information in another format, such as another language, braille, audio or large print, please let us know by calling 0116 2951123 or emailing firstname.lastname@example.org to discuss your requirements. Or you can write to us (no need for a stamp): Freepost RUBL-EYKE-RXLR, Communications and Engagement Team, 4th Floor, NHS LLR CCGs, St. Johns House, 30 East Street, Leicester LE1 6NB
Workforce Race Equality Standard (WRES)
In 2015, NHS England introduced the Workforce Race Equality Standard (WRES). The WRES was introduced to enable employees from Black and Minority Ethnic (BME) backgrounds to have equal access to career opportunities and receive fair treatment in the workplace.
The WRES requires NHS organisations to demonstrate progress against a number of indicators of workforce equality. Implementation of the WRES is a requirement on both NHS Commissioners and NHS Provider organisations.
WRES Data Submission 2021
The CCG uploaded its Workforce Race Equality Standard (WRES) data submission template to the Strategic Data Collection Service before the deadline of 31st August 2021. The reporting template, report and WRES action plan was approved by the LLR CCG Governing Bodies in October 2021 and can be found below.
Read the report: WRES reporting template 2021
Read our action plan: LLR WRES Action Plan 2021
Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES), once finalised, will be a set of specific measures that will enable NHS organisations to compare the experiences of disabled and non-disabled staff. This information will then be used by the relevant organisations to develop a local action plan to ensure that disabled employees have equal access to career opportunities and receive fair treatment in the workplace.
Preparation for the WDES will begin in 2018 and the CCG has been preparing for the implementation of the WDES by reviewing the responses to the staff survey data and ensuring that we hold accurate data about the disability status of our employees.
Modern Slavery Act Statement
At the end of March 2015, the Modern Slavery Act, a piece of landmark legislation, came into force. The main thrust of the Act focuses on illegal activity in the UK; however, the legislation also looks at the potential for slavery down the supply chain outside of the UK. The Act has direct implications for businesses operating in any sector in the UK.
As a public sector organisation, Leicester City CCG has a legal and moral responsibility to ensure that it implements the requirements of the Act. Our Modern Slavery Act Statement sets out the steps the CCG has taken to ensure that slavery and human trafficking is not taking place in our business or our supply chains.
Health and Social Care Act
Leicester City CCG has a legal duty under the Health and Social Care Act (2012) to reduce inequalities between patients regarding their ability to access health services, and to ensure that services are provided in an integrated (joined up) way. The Act also places duties on the CCG to promote the NHS Constitution, to enable choice, and to promote patient, carer and public involvement in shaping health services.
To do this effectively, Leicester City CCG works with its partners to reduce health inequalities among those in the greatest need and embeds this requirement into its health and wellbeing strategies. The CCG is also required to demonstrate how it provides culturally sensitive services and ensures all patients can exercise choice and be involved in decision making.
You can read more about the Health and Social Care Act here