Equality, Diversity and Inclusion
Introduction
We value the diversity of our local community and believe that Equality, Diversity and Inclusion is central to the commissioning of modern, high quality health services focused on the patient.
The ICB understands the diverse needs of its population and is committed to reducing inequalities and improving the quality of health outcomes of its local communities. We recognise that equality is not about treating everybody the same. Instead, it is about ensuring that access to opportunities are available to all by taking account of people’s differing needs. We embrace diversity and seek to recognise and value differences through inclusion.
In this section, you will find information about:
- our approach to equality, diversity and inclusion
- equality impact and risk assessments (EIAs) and how they are used
- NHS mandated standards relating to equality, diversity and inclusion (EDI) and
- how we report on EDI-related progress.
Equality Act 2010
The Equality Act was introduced in 2010 to make it easier for people and organisations to understand discrimination law. The Act provides protection to groups of people who may be discriminated against because of certain characteristics they share; and provides a legal framework to protect the rights of individuals and advance equality of opportunity for all. For further information, see Equality Act 2010.https://www.legislation.gov.uk/ukpga/2010/15/contents
The characteristics protected by the Equality Act (2010) are:
- Age
- Disability
- Sex
- Gender reassignment
- Sexual orientation
- Race
- Religion and/or belief
- Pregnancy and maternity
- Marriage and civil partnership
We also consider other vulnerable groups such as:
- Carers
- Military veterans
- Asylum seekers
- Refugees
- People from deprived areas
Not forgetting other groups that experience significant health inequalities such as those identified by the national Core20PLUS5 programme.
Public Sector Equality Duty (PSED)
LLR ICB is committed to:
- Eliminating discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act (2010)
- Advancing equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
- Foster good relations between persons who share a relevant protected characteristic and persons who do not share it
More information on the PSED can be found here: https://www.equalityhumanrights.com/en/advice-and-guidance/public-sector-equality-duty
Equality Impact Assessments/Equality Analysis
We want to ensure our services are appropriate, equitable and accessible for everyone – nobody should be disadvantaged or discriminated against.
To achieve this aim, we must demonstrate we’ve considered the impacts policies, services and practices have on our patient population and our workforce – particularly those people with protected characteristics or those from vulnerable groups (see EIAs section below).
Health and Care Act 2022
The ICB has a legal duty under the Health and Care Act (2022) to reduce inequalities between persons with respect to their ability to access health services; and reduce inequalities between patients with respect to the outcomes achieved for them by the provision of health services. The Act also places duties on the ICB to promote the NHS Constitution, to enable choice, and to promote patient, carer and public involvement in shaping health services.
To do this effectively, the ICB works with its partner organisations to reduce health inequalities and embeds this requirement into its commissioning strategies and policies. The ICB is also required to demonstrate how it provides culturally sensitive services and ensures all patients can exercise choice and be involved in decision making.
Equality, Diversity and Inclusion Strategy
We published a strategy in April 2021 covering the period up to 2025. As a result of the CCGs’ becoming an ICB and the new partnership arrangements being introduced under the Health Care Act 2022, we will review and develop a new strategy to ensure it remains current and up to date with changes in health and care.
Equality, Diversity and Inclusion Annual Report (including new Equality objectives April 2023 – April 27)
We have pleasure in presenting our LLR ICB Equality, Diversity and Inclusion Annual Report for July 2022-April 2023. The report demonstrates our compliance with the legal and mandated equalities duties including presenting our new Equality objectives.
Accessible Information Standard (AIS)
Service providers across the NHS and adult social care system, are legally required to follow the Accessible Information Standard. The ICB is 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 need are provided with accessible 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. When appropriate, AIS also applies to their carers and parents of service users.
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 07795 452827 or emailing LLRICB-LLR.beinvolved@nhs.net to discuss your requirements. Or you can write to us at
Freepost Plus RUEE–ZAUY–BXEG
LLR ICB
G30, Pen Lloyd Building
Leicestershire County Council
Leicester Road
Glenfield
Leicester
LE3 8TB
Coming soon.
Equality Delivery System
In 2022, NHS England launched a new Equality Delivery System 2022 framework following a review of the existing EDS2 toolkit. EDS 2022 is designed for both NHS commissioners and NHS providers and places a heavier focus on partnership working between ICS system partners.
As part of a transitional year during 2022/23, the ICB and system partners (University Hospitals of Leicester UHL and Leicestershire Partnership Trust LPT) have placed a strong focus on planning three services to evaluate in 2023/24 as part of EDS Domain one’s ‘Commissioned or Provided Services’. All three organisations have also been collecting evidence for Domain 2 (Workforce Health and Well-being) and Domain 3 (Inclusive Leadership) for evaluation.
The ICB, UHL & LPT remain committed to using the EDS framework to support consistent assessment of our performance against EDS domains and promote involvement of our diverse communities.
Coming soon.
Coming soon.
Gender Pay Gap
In 2018, it became mandatory for all public sector employers with more than 250 employees to measure and publish their gender pay gap information. Since then, employers have had a responsibility to publish data annually.
Equal pay means that men and women in the same employment who are performing equal work must receive equal pay, as set out in the Equality Act 2010.
The gender pay gap is a measure that shows the difference in average earnings between men and women across an organisation or the labour market.
Public bodies with 250 or more staff are required to publish gender pay gap information each year. This duty to publish will apply to ICBs from 30 March 2024. However, the published data will cover our workforce profile at 31 March 2023.The ICB will be collecting and recording this data in readiness for next year.
Equality objectives 2023-27
In 2020, we decided to align our equality objectives to the NHS Equality Delivery System (EDS).
The EDS was updated in 2022 so we have revised our objectives to reflect the new version.
(More information on the EDS is also found on this equalities webpage.)
Equality Objectives
We aim for continuous improvement in delivering our three new equality objectives from April 2023 to April 2027. These are:
- Commissioned or provided services
- Workforce health and well-being
- Inclusive leadership
Our equality objectives and expected outcomes will form part of our Improvement/Action plan.
Outcomes Framework
Domain 1: Commissioned or provided services
1A: Patients (service users) have required levels of access to the service.
1B: Individual patients (service user’s) health needs are met.
1C: When patients (service users) use the service, they are free from harm.
1D: Patients (service users) report positive experiences of the service.
Domain 2: Workforce health and well-being
2A: When at work, staff are provided with support to manage obesity, diabetes, asthma, COPD, and mental health conditions (response to COVID-19).
2B: When at work, staff are free from abuse, harassment, bullying and physical violence from any source.
2C: Staff have access to independent support and advice when suffering from stress, abuse, bullying, harassment, and physical violence from any source.
2D: Staff recommend the organisation as a place to work and receive treatment.
Domain 3: Inclusive leadership
3A: Board members, system leaders (Band 9 and VSM) and those with line management responsibilities routinely demonstrate their understanding of, and commitment to, equality and health inequalities.
3B: Board/Committee papers (including minutes) identify equality and health inequalities related impacts and risks and how they will be mitigated and managed.
3C: Board members, system, and senior leaders (Band 9 and VSM) ensure levers are in place to manage performance and monitor progress with staff and patients.
You can access the Modern Slavery Act Statement here.
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