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We are committed to reducing health inequalities and to promoting equality, diversity and inclusion, both as a commissioner of services and as an employer. We see our equality and diversity as an integral part of our aim  to reduce health inequalities.

This section of our website highlights the work we have undertaken in meeting our public sector equality duties under the Equality Act 2010, and includes an update on our equality objectives, the NHS Equality Delivery System 2 (EDS2) and our NHS Workforce Race Equality Standard (WRES). Further information on the Equality Act 2010 can be found on the Equality and Human Rights Commission website. . 

Equality Objectives 2018

Tackling inequalities is one of our key priorities. We are committed to making sure that equality and diversity is a priority when planning and commissioning local healthcare. We work closely with local communities to understand their needs and how best to commission the most appropriate services to meet those needs. We have reviewed and developed our equality objectives to support this commitment and meet our duties under the Equality Act 2010.

During 2017, we reviewed a range of evidence and engaged with key stakeholders to identify our new 2018 Equality Objectives. This included evidence on local health inequalities, local people’s experiences as reflected in our Grass Roots reports, the WRES and our staff survey. We also engaged extensively with our key stakeholders including staff, the voluntary and community sector, our Communication, Engagement and Equality Reference Group (CEERG) and the People’s Board. Our new 2018 Equality Objectives are:

  1. Improve uptake of cancer screening for protected groups and reduce the variation of uptake rates between practices.
  2. Reduce health inequalities by improving access to health services and increased support for self-care for protected groups.
  3. Tackle loneliness and isolation, by supporting emotional and social connections amongst protected groups
  4. To promote inclusive leadership and staff development / progression

Development of the objectives included  two  workshops with the CEERG to identify priorities and 2018/19 actions. The objectives were approved by the Joint Clinical Board in December 2017 and progress will be reported to the new INVOLVE Group (which has replaced the CEERG) every 6 months and also available on the website. The first progress update is due in the autumn of 2018.

Public Sector Equality Duty Reporting

We are required to present evidence of how we have met our Public Sector Equality Duty on an annual basis in March. Previously we have produced separate reports, and they can be found here: 

The 2014 report particularly highlighted local and national health inequalities experienced by the different protected characteristic groups identified in the Equality Act 2010. These are:

As part our commitment to understanding and reducing local health inequalities, we also take account of the views and needs of other vulnerable groups such as carers low income households, homeless people, Gypsy and travelers among others.

Workforce

Bradford Districts CCG is the employing organisation across Bradford City & Districts CCG, and the majority of staff work across both CCGs and increasingly across Airedale, Wharfedale and Craven CCG. 

We also aim to ensure that all of our staff operate in a working environment within which they excel, develop and do not experience discrimination, harassment and victimisation. We have equality assessed and put in place a broad range of workforce policies to support the CCG and staff in creating a ‘inclusive’ environment and for staff to flourish and achieve their potential.

As we employ more than 150 staff we are required by the Equality Act to publish information relating to the diversity of our workforce, you can find our workforce report here. The 2017 staff survey includes responses from staff across the all three CCGs (Bradford Districts, Bradford City and Airedale,Wharefdalle and Craven CCGs). 

Workforce Race Equality Standard (WRES)

We welcome the national focus on NHS workforce race equality and the progress that our local NHS provider trusts are making with work to improve workforce race equality. In 2015 we produced a baseline WRES report on our CCG workforce and since 2016 we have produced a report and action plan annually. In 2017 we created a joint action plan across Bradford Districts, Bradford City and Airedale, Wharfedale and Craven CCGs. The WRES reports and action plans can be accessed here: 

Workforce Disability Equality Standard

This year we will also be preparing baseline data for the Workforce Disability Equality Standard, which becomes mandatory in April 2018. In the first instance NHS provider trusts we will need to publish their first reports in August 2019. Further guidance is due to follow and further information can be found on the NHS England website.

Disability Confident Employer

In 2016 the Department of Work and Pensions, (DWP), replaced the Two Ticks positive about disabled people scheme with the Disability Confident initiative.

Disability Confident encompasses a number of voluntary commitments to encourage employers to recruit, retain and develop disabled staff, such as offering work experience opportunities and implementing a flexible recruitment process.

We are keen to be an employer of choice and to support the needs of our staff. In August 2016 Bradford Districts CCG, was awarded the Disability Confident Employer accreditation.

Gender Pay Gap

Following government consultation, it became mandatory on 31 March, 2017, for public sector organisations with over 250 employees to report annually on their gender pay gap (GPG). Currently we employ less than 250 staff and are not required to publish this information as the small numbers make it difficult to identify meaningful patterns and trends.

Equality Delivery System – EDS2

The Equality Delivery System (EDS) is a system that helps the CCGs improve the services they provide for their local communities and provide better working environments, free of discrimination, for those who work in the NHS, while meeting the requirements of the Equality Act 2010. The EDS was developed by the NHS, for the NHS, taking inspiration from existing work and good practice.

As part of the Bradford District and Craven NHS Equality and Diversity Partnership we are working closely with Bradford City and Airedale, Wharfedale and Craven CCGs and our main providers including: Bradford District Care Trust; Bradford Teaching Hospitals NHS Foundation Trust and Airedale NHS Foundation Trust, to assess, grade and monitor our progress against the EDS2 Goals and Outcomes.

During December 2017 and January 2018 we held a series of four workshops with our stakeholders including staff and the voluntary and community sector to present evidence of progress against our collective equality objectives and to identify areas for improvement.  In response to requests to allow alternate ways to be involved in this process we also developed an online survey to enable wider engagement and involvement in the process by a wider range of stakeholders.

You can find our Equality Delivery System 2 Performance Assessment Report here.

EDS2 Performance Assessment Report 2018

Further information on EDS2 can be found on the NHS England website.

Engagement & Communications

The equality and diversity team work closely with the engagement and communication teams to ensure that the CCG meets its duty to engage with all stakeholders including protected characteristics groups. This is facilitated through the Involve Group which brings together the communications, engagement and equalities teams within the CCG, lay members for patient and public involvement, patient participation groups (PPGs) and networks, the People’s Board and other stakeholders. The Involve Group is responsible for the Involve Tracker which tracks activity that has happened, next steps and the expected impact or outcomes. The red/amber/green rating helps us identify where things are going well and areas that may need more focus or action.

The Involve Tracker is reviewed at each governing body meeting and provides assurance that our communications, engagement and equalities work meets our objectives, achieves the requirements of the NHS constitution, and creates meaningful dialogue with local people. The tracker is presented to the governing body for information at every meeting which is held bi-monthly.

You can find more information on the Involvement Tracker on this website on the get involved page; where you can also provide feedback and other ways you can get involved. 

Accessible Information Standard (AIS)

Since 1st August 2016 onwards, all organisations that provide care or adult social care have been legally required to follow the Accessible Information Standard. CCGs are expected to give consideration to the Duty and ensure their providers are meeting this standard and the CCG is monitoring the process through contract monitoring.

The Standard aims to make sure that people who have a disability, impairment or sensory loss are provided with information that they can easily read and understand or have the support needed so they can communicate effectively with health and social care services.

For further information on the AIS can be found on the NHS England website.

Sexual Orientation Monitoring (SOM)

The Sexual Orientation Monitoring (SOM) Information Standard, which was published in October 2017, provides the mechanism for recording the sexual orientation of all patients/service users aged 16 years and over across the whole of health and social care (including commissioned health and social care services).

The standardisation of monitoring sexual orientation will help to ensure that all health and social care organisations are able to compare data and demonstrate the provision of equitable access and services for LGB individuals. More information on the SOM can be found on the NHS England website.

If you require this information in a different format please contact us on our contact us page.