Equality, Diversity and Inclusion
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:
- Gender reassignment
- Sexual orientation
- Religion and/or belief
- Pregnancy and maternity
- Marriage and civil partnership
We also consider other vulnerable groups such as:
- Military veterans
- Asylum seekers
- 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.
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.