Equality objectives

Our equality vision, pledges and objectives

To strengthen our equality performance we have developed the following equality, diversity and inclusion vision for the CCG:

We will work together to embed equality, diversity and inclusion considerations into all of the CCG's mainstream business, so that the population we serve experiences equal access to better health outcomes from continually improving local health services. As an equal opportunity employer we will build and maintain a diverse, culturally competent CCG workforce, supported by an inclusive leadership team.

Our vision is supported by the following set of pledges:

As a commissioner, we will:

  • Engage with people from all protected characteristic and inclusion health groups in our population, particularly those whose voices may not be routinely heard, to ensure that we have the right information to commission the right health services that can be accessed by the people who need them.
  • In line with the national Commissioning for Quality and Innovation (CQUIN) Framework, focus a proportion of our CQUIN monies to incentivise our providers to demonstrate the extent to which they are improving their equality performance in specific areas.
  • Work with our providers as part of our service review and performance management arrangements to ensure that we receive robust assurances in relation to equity of access to services and understand any potential equality impacts resulting from non-achievement of performance standards.
  • Consistently use equality analyses to assess the effect that policy development and commissioning, amending or decommissioning health services may have on the public and other organisations.

As an employer, we will:

  • Ensure that our recruitment and retention processes advance equality of opportunity and are applied consistently to all grades throughout the organisation.
  • Provide training and development opportunities that equip our workforce to build into all of the CCG's activities an understanding of the needs of our diverse population.
  • Consistently use equality analyses to assess the effect that policy development and commissioning, amending or decommissioning health services may have on CCG staff.
  • Ensure that equality, diversity and inclusion considerations routinely underpin all of the CCG's governance structures and are actively promoted by the CCG's leadership team.

In accordance with the public sector equality duty, the CCG has developed the following equality objectives, which are relevant to current identified local health needs, local health inequalities and national commissioning aims. They also acknowledge the benefits of having a diverse workforce:

Objective 1: Increase the number of people from black and minority ethnic (BME) groups entering psychological therapies.
To achieve a year-on-year increase in numbers of people from BME groups entering psychological therapies. People from BME groups are often underserved in primary mental health services and are much less likely than other groups to be referred to psychological therapies.

Objective 2: Improve prevention and early detection of breast cancer in women and prostate cancer in men, to increase survival rates.
To improve cancer prevention and early detection so that 95% of women will survive breast cancer within one year of diagnosis (an increase of 2.5% by April 2015) and 87% of men will survive prostate cancer within one year of diagnosis (an increase of 5% by April 2015).

Objective 3: Reduce unplanned and emergency admissions for children, young people and people over 85.
To achieve a 3% reduction in both unplanned admissions to acute care and attendance at the Emergency Department for people aged 85 years and over by March 2015, and to achieve a 5% reduction in emergency admissions for children and young people by March 2016.

Objective 4: Increase the diversity of the CCG’s workforce, focusing on disability, race and sexual orientation.
To achieve a year-on-year increase in the diversity of the CCG’s workforce across all grades, with a specific focus on disability, race and sexual orientation.

Objective 5: Reduce the gender imbalance in the CCG’s clinical leadership team.
To put in place a succession planning system for clinical leadership that incorporates robust diversity considerations, so that the current gender imbalance in the CCG’s clinical leadership team has reduced by April 2016.

For further information please see the CCG’s Equality, Diversity and Inclusion Framework or email This email address is being protected from spambots. You need JavaScript enabled to view it. .