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Equality and Diversity

Equality and health inequalities 

Promoting equality is at the heart of our values. We will commission services fairly, so that no community or group is left behind in the improvements we make across the area. This is especially important as we work towards the challenges faced by the NHS, set out in the Five Year Forward View.


Guidance for commissioners on meeting legal duties for equality and health inequalities also supports our work.


Equality 

We will continue to work with our staff and member GP practices and in partnership with our service providers, the community and voluntary sector and other key organisations, to ensure that we advance equality of opportunity and meet the exacting requirements of the Equality Act 2010.


The Equality Act 2010 requires us to meet our Public Sector Equality Duty across a range of protected groups including age, gender, race, sex, sexual orientation, religion/belief, gender identity, marital/civil partnership status and pregnancy/maternity status.


Our equality objectives and Equality Delivery Systems 2

We are required to prepare and publish equality objectives to meet our specific duty as outlined in the Equality Act 2010. Our plan is specific and measurable and we will update the plan on an annual basis. We have worked collaboratively with our providers on implementing our Equality Delivery Systems (EDS) 2 toolkit. This has resulted in all health services tackling the same barriers and issues that sustain health inequalities in the borough.

 

We understand that sometimes in our lives we may face barriers in relation to accessing health services or experience different outcomes. We want to make big differences to health across our diverse communities and our following equality objectives will support us to do this:


  • To make fair and transparent commissioning decisions
  • To improve access and outcomes for patients and communities who experience disadvantage
  • To improve the equality performance of our providers through robust monitoring and collaboration
  • To empower and engage our workforce

    To help us set our equality objectives we used the EDS 2 toolkit from 2017 to 2019 and we have produced a summary report of our findings.

    Our latest Equality Objective Plan for 2019-2023 will be approved by our Governing Body by May 2019.  

    We include our Equality Objective Plans in all our Equality and Diversity Annual Reports that can be found here

    Equality Impact Assessment and analysis

    An Equality Impact Assessment (EIA) is a toolkit used for major strategies, policies and changes to services to ensure that they do not have a differential impact on people.

    A pre- engagement equality analysis report sets the ground for a final Equality Analysis report. It identify changes that will impact on people, it identifies potential negative impacts that may or have the potential to be discriminatory and identifies potential mitigations. The analysis also advises engagement / consultation process on any necessary considerations and highlights any actions that may need to be considered in facilitating change linked to protected characteristics. Post engagement/ consultation a full Equality Analysis is completed, amalgamating any learning from the processes for consideration by the CCGs decision making committee.

    Copies of EIAs are available on request .

    Workforce equality and diversity 

    Workforce race equality standard - update

    Unfortunately we are unable to present our WRES 2018 submission due to identifiable information.

    Health inequalities 

Health has been steadily improving in Halton.

 

People are living an average of two years longer than a decade ago. Fewer adults smoke and, thanks to improvements in diagnosis and treatment, fewer people are dying of heart disease and cancers. More children and older people are getting their vaccinations and immunisations, and Halton is above the national average for children participating in at least three hours of sport or physical activity each week. However, life expectancy in Halton remains below the national average.

 

To support us with understanding our population  we use the following:

Halton  Joint Strategic Needs Assessment 

Halton Health and Wellbeing Strategy 

Halton Public Health Annual Report

Equality and health inequalities NHS Right Care pack (Halton )

Cheshire and Merseyside Health and Care Partnership

 

Want to know more?

You can find more information about equality and diversity from the Equality and Human Rights Commission website

Copies of EIAs are available on request. Please email Andy Woods, Equality and Inclusion Service Senior Governance Manager or Jo Roberts, Equality and Inclusion Service Manager for more information.


Case Studies


BAME CDW involvement case study ccg.docx (Black, Asian Minority Ethnic)

TRANS cmagic involvement case study Kccg.docx

    For more information on our approach to equality and diversity please contact us.