We are committed to promoting equality, diversity and human rights. The communities of Bury are diverse in their make-up but similar in that they are generally less healthy when compared with the rest of the population of England. Lifestyle choices can have a significant impact on health and wellbeing.
- What is diversity? Diversity is the term we use to describe the wide variety of individuals that make up our communities and our workforce. It is characterised by many different facets including race, age, gender, sexuality, abilities, language, family circumstances, social background and culture.
- What is equality? Equality is about providing the same opportunities for everyone and eliminating discrimination. Equal opportunities are safeguarded by legislation and to achieve equality, it is important to recognise that different groups of individuals may have varying needs.
- What are human rights? Human Rights are the basic rights and freedoms that belong to every person. These rights and freedoms are based on core principles including dignity, fairness, equality, respect and autonomy. Equality, diversity and human rights are relevant in everyone’s day to day life and underpin the principles of the NHS Constitution for fair and equitable services.
Meeting our Public Sector Equality Duty
As a public sector organisation, we have developed an Equality Diversity and Human Rights (EDHR) Strategy to ensure continuity in meeting the needs of our diverse communities, improve performance and meeting the Public Sector Equality Duty as described in the Equality Act 2010.
What are our Public Sector Equality Duties?
The Equality Act 2010 came into force October 2010 and replaced a range of previous anti-discriminatory Laws with a single Act. Our General Duties are to: Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act 2010; Advance equality of opportunity between people who share a protected characteristic and people who do not share it and to foster good relations between groups and individuals who share protected characteristics. There are nine ‘Protected Characteristics‘ covered by the Equality Act 2010 and these are defined as: Age, disability, gender, gender reassignment, marriage and civil partnership (only applies to eliminating unlawful discrimination), pregnancy and maternity, race, religion and belief and sexual orientation.
The Specific Duties came into force on 10 September 2011 and require the CCG to annually publish equality information, and to set and publish equality objectives every four years.
Annual Equality publication January 2018/19
Access our Annual Equality Publication for 2018 here. This report contains information on the CCG’s workforce demographics and incorporates a Workforce Report along with a Patient Services Demographic Profile Report.
Equality objectives 2013-2017
Our three overarching Equality Objectives for 2013 to 2017 are:
Improved data collection from all NHS services including; access to services, disease rates, patient experience levels and complaints. These are broken down by protected characteristics.
Targeted health campaigns.
Well trained and fully equipped staff members.
Please note: Our Equality Strategy and Objectives are currently being reviewed and the updated version will be published on this page.
We recognise the importance of Equality Analysis (EA) formally known as Equality Impact Assessment (EIA) as outlined by the Equality and Human Rights Commission. EA is a tool to identify the potential effects on equality that may arise from our policies, services commissioned or functions on protected characteristic groups in our local communities, including patients, carers and staff. EA can contribute to improving outcomes for patients by making sure that changes reflect the needs of the communities of Bury. Therefore, inclusion and fairness is considered in our decision making.
Equality standards for providers of healthcare services
We are working collaboratively with the Greater Manchester Shared Service to continuously improve how we monitor providers of care, which we have commissioned and developed to meet the Equality Diversity Human Rights (EDHR) contract specifications. This will enable support and a much more consistent approach for commissioner, provider and partner organisations.
You can see how well our main health and social care providers and partners are doing around equality and diversity here:
Pennine Care NHS Foundation Trust – Equality and Diversity.
- Pennine Acute Hospitals NHS Trust – Equality and Diversity.
- Bury Council – Equality and Diversity.
NHS Workforce Race Equality Standards
The Workforce Race Equality Standard (WRES) requires organisations to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of BME Board representation.
Here is an animated video explaining the WRES: NHS England WRES
NHS Bury CCG’s Workforce Race Equality Standard Report 2019 can be found here.
NHS Bury CCG’s Workforce Race Equality Standard Report 2018 can be found here.
NHS Bury CCG’s Workforce Race Equality Standard Report 2017 can be found here.
NHS Bury CCG’s Workforce Race Equality Standard Report 2016 can be found here.
A copy of the first national WRES Data Analysis Report, which provides an overview of the data returns from NHS trusts relating to staff experience indicators, can be found here: WRES Data Analysis 2015
The Equality Delivery System
The Equality Delivery System (EDS) was launched in November 2011 and is the national NHS tool for improving equality diversity and human rights.
The tool was refreshed in 2013, and renamed EDS2. It provides a framework to annually measure evidence for 18 required equality outcomes, across 4 key goals (2 for service delivery and 2 for workforce issues). It also provides robust evidence of how an organisation is meeting its PSED (public sector equality duties).
The EDS measures performances across the following four goals:
Better health outcomes for all.
Improved patient access and experience.
Empowered, engaged and well supported staff.
Inclusive leadership at all levels.
Further information about EDS2 can be found in the following documents:
For further information please contact the Equality, Diversity and Human Rights team at Equality and Diversity Business Partner email@example.com.