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Public Sector Equality Duty Report 2015 Pdf 1.1MB PUBLIC SECTOR EQUALITY DUTY ANNUAL REPORT 2015 1 Contents Page Accessibility ............................................................................................................. 3 Section One ................................................................... Error! Bookmark not defined. Executive Summary Section Two ................................................................... Error! Bookmark not defined. Welcome Statement Section Three ........................................................................................................... 9 Introduction Section Four ........................................................................................................... 12 Governance Section Five ............................................................................................................ 13 Compliance with the Public Sector Equality Duty Section Six .............................................................................................................. 16 Manchester Demographics and Health Profile Section Seven ........................................................................................................ 19 EDHR in Commissioning – (evidence based approach to commissioning) Section Eight .......................................................................................................... 22 Decision Making (Equality Analysis) Section Nine ........................................................................................................... 23 Performance Monitoring of Providers Section Ten ............................................................................................................. 25 Workforce Section Eleven ....................................................................................................... 26 EDHR Objectives Section Twelve ....................................................................................................... 32 Connecting with our Communities Section Thirteen ..................................................................................................... 39 Next Steps Section Fourteen .................................................................................................... 41 Appendix A – Decision Making (Equality Analysis) Appendix B – Performance Monitoring of Providers Appendix C – Workforce Data Appendix D – EDS 2 Report 2015 2 Accessibility Manchester Clinical Commissioning Groups (CCGs) support the NHS Accessible Information Standards and, therefore, if you require a copy of this strategy in a different format you can do so by contacting the Communications and Engagement Team. We will do our best to support and develop equitable access to all policies and procedures. Contact us by: Telephone 0161 7656 4004 Email [email protected] 3 Section One - Executive Summary This is the third annual public sector equality report for the Manchester Clinical Commissioning Groups (CCGs). As a public sector organisation, the CCGs are required to publish relevant proportionate information to show how we meet the Equality Duty. This information has to be published by 31 January each year. This report demonstrates how the CCGs are meeting its Public Sector Equality Duty in relation to services commissioned and its workforce. The CCGs are committed to embedding Equality, Diversity and Human Rights (EDHR) within all areas of its work and, as a result of the governance review, has now set up a new internal EDHR Steering Group with clear terms of reference. The Chair will be a clinical lead representative from one of the three CCGs. This group will hold its first meeting during early 2016. The CCGs have also refreshed their EDHR Strategy and revised their EDHR objectives, which are all aligned to the locality, strategic, and operational plans. All the above will strengthen the CCGs governance structure for EDHR. A number of work streams will be developed during 2016 to support the CCGs work towards mainstreaming this agenda. The report highlights key demographic changes and health inequalities profile data across Manchester. This information plays a pivotal role in ensuring the CCGs are commissioning for the diverse communities of Manchester. More information can be found in Section Six of the report. As commissioning organisations, the CCGs take EDHR seriously and, therefore, the report demonstrates how the CCGs have built EDHR into the commissioning process to ensure that, in everything they do, due regard is taken of the impact on local communities. Section Seven of this report details a range of information and data that Commissioners use to support their decision making process. The report also details the transformational approach to commissioning that is being undertaken and how the CCGs are playing a vital role in ensuring that EDHR is built into the heart of this process. The CCGs have a responsibility to ensure that any decision taken shows due regard of the impact on the nine equality groups, and also have due regard on health inequalities. The CCGs undertake this process by completing an Equality Analysis (EA). The CCGs have a robust process in place to ensure this happens whenever we plan, change, or remove a service, policy, or function. Quarterly workshops are delivered to support this process and the Equality and Inclusion Manager provides quality assurance checks for all EAs. Section Eight provides more details about the CCGs approach to EAs and Appendix A provides a full list of completed and signed off EAs for this reporting period. The CCGs have developed a robust EDHR Schedule that is included in all provider contracts to ensure they comply with EDHR requirements. The schedules are tailored and proportionate in relation to the size of the organisation. Regular meetings and workshops are held to ensure compliance and understanding from Providers and assurances are given via the Quality and Performance Committee; any areas of concern are then escalated. The report sets out the specific requirements placed on providers to adhere to the EDHR Schedule. Section Nine of the report provides more details in relation to this area of work and Appendix B highlights progress on the key monitoring areas. Workforce data is only required to be published for CCGs with over 150 employees. 4 Therefore, as CCGs with less than 150 employees, our approach is to review and monitor workforce data through our internal reporting mechanisms. Across the CCGs there is some diversity across the protected groups and the report does not highlight any real concerns in relation to how staff from the protected groups is treated by the CCGs. However, the CCGs recognise that for some protected groups the current workforce data is not as robust as it could be and, therefore, the CCGs will continue to encourage employees to declare and disclose their protected characteristics to enable the CCGs to gain a better understanding of their workforce. One of the key actions for the CCGs is to continue to develop an inclusive culture, which encourages all employees to feel confident to disclose information relating to personal protected characteristics. The staff survey this year has included the 4 questions from the Workforce Race Equality Standard (WRES). However, the CCGs will continue to monitor their staff across the protected groups to ensure any issues or concerns are addressed through the normal HR policies and procedures. The CCGs recognise more can still be done, especially at the senior and board levels of the organisation. The CCGs have been awarded the Two Ticks symbol “Positive about Disabled People” and will ensure this symbol is promoted on all CCG correspondence and documentation. A new Disability Policy is in its development stage and the CCGs have refreshed their EDHR Strategy and EDHR Policy during this period. The CCGs have developed a suite of learning and development opportunities for staff so that we have the right skill sets and knowledge for the challenges and demographic demands on our services. All staff have an annual Personal Development Review and all staff are required to attend the mandatory Induction programme and complete the E- Learning mandatory training; EDHR forms a key part of that process. Further information about the workforce is attached as Appendix C. The CCGs have completed and published the Workforce Race Equality Standard WRES in line with the requirements from NHS England. Actions from the WRES will be incorporated into an over-arching EDHR Action plan. For the second year running, the CCGs have held their annual Equality Delivery System 2 (EDS 2) external grading event. This year the focus was on Goal 1 Better Health Outcomes, the external stakeholders assessed the CCGs as DEVELOPING across Goal 1. The CCGs were graded as Developing in three areas and Achieving in two. The external stakeholders felt there was a clear improvement from last year’s grading event and a category of Improving would have best summed up where the CCGs are in relation to evidence presented. However, they felt that we were moving in the right direction of travel and hope to see all areas as ACHIEVING next year. This means the patient data, broken down by protected characteristics, the CCGs were able to provide as evidence shows that, overall, the majority of people in three to five groups fare well when accessing a commissioned service compared with those who do not share any protected groups. Further information is contained in Section Eight of the report. A more detailed account of the grading
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