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
We have developed an Equality Diversity and Human Rights 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 require the CCG to annually publish equality information and to set and publish equality objectives every four years.
Annual Equality publication
Our Annual Equality Publication contains information on the CCG’s workforce demographics and incorporates a Workforce Report along with a Patient Services Demographic Profile Report.
Bury Council and Bury CCG agreed a Joint Inclusion Strategy in December 2020. The Strategy includes seven Equality Objectives shared across the organisations:
- Performance and Scrutiny: Establish effective governance arrangements in order to ensure that there is a robust performance management culture and scrutiny in relation to inclusion.
- Equality Data and Information: To use data more effectively to promote inclusion in all decision making by the Council and CCG, to help ensure due regard to the general equality duty.
- Community Engagement: Develop inclusive community engagement structures in order to strengthen community engagement opportunities for Bury’s diverse communities.
- Representative Workforce: To take steps towards having a workforce that is representative of the diversity of the local population.
- Training and Learning: To raise awareness of people’s rights and responsibilities, and to aid the delivery and embedding of the Inclusion Strategy.
- Improve user access and experience: Embedding inclusion into the commissioning cycle locally and seeking effective assurance, including from provider organisations.
- Framework Delivery: Take action to adopt and ensure real progress is made on the on the Equality Framework for Local Government (EFLG), Equality Delivery System 2 (EDS2); Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES).
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.
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 2021 can be found here
NHS Bury CCG’s Workforce Race Equality Standard Report 2020 can be found here.
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.
The national WRES Data Analysis Report which covers all nine indicators, can be found here.
The Equality Delivery System
The Equality Delivery System (EDS) 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: