This page is a printable version of: http://www.redbridgeccg.nhs.uk/Get-involved/equality-and-diversity.htm
Date: 19 June 2019
Redbridge CCG has a legal responsibility to show we comply with the Equality Act 2010, specifically the Public Sector Equality Duty.
In so doing, we must have due regard to three aims of the ‘general duty’ which states we must:
• eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
• advance equality of opportunity between people who share a protected characteristic and those who do not
• foster good relations between people who share a protected characteristic and those who do not.
We look to embed equality and diversity in the CCG through our policy development, commissioning, engagement, current workforce and in the recruitment of staff from diverse backgrounds.
In addition, we aim to reflect the national Equality Delivery System 2 (EDS2) in our approach to patient and public involvement.
It is essential that not only do we comply with the Act, but that the makeup of our staff reflects the diversity of the wider population here in our part of east London. We are committed to employing a diverse workforce. This enables us better to commission safe, high quality services that are designed around the diverse needs of our patients and the public, as we represent those communities directly. We also work closely with our providers to identify the needs of all communities.
We are mindful of our legal responsibilities under the Equality Act 2010 and we review the applicants for posts, the number shortlisted and those appointed to determine if they might fall under the relevant protected characteristic. This enables us to review our recruitment and selection practices and assure itself that these practices are robust so as not to directly or indirectly discriminate against any persons from diverse backgrounds. There is not a high turnover of staff but as a small local employer we welcome applications from the local community and people with a diverse background.
We currently monitor staff equality data though we have no legal duty to publish our workforce data, as we employ fewer than 150 staff.
We are developing an inclusive working culture which values diversity and supports staff to feel confident to challenge any harassment, bullying or perceived victimisation. All staff have direct access to our accountable officer via a contact ‘button’ on our staff intranet and are encouraged to contact him with any concerns they might have. Training on equality and diversity is mandatory uptake of this is closely monitored by managers.
Our governing body report cover sheet includes a section specifically about equality impact prompting managers to carrying out an equality analysis of the policy or the function they are reporting to the governing body. We maintain a log for all our equality analyses and ensure the actions arising from the analyses are implemented and monitored.