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Equality and Inclusion

Our mission and aim is to tackle health inequalities and exclusion. We do this in a number of ways.  There is no shortage of available information on the health and care needs of the population in East Lancashire. Much of what we understand is also based on the feedback from our GP members who see patients daily and whose understanding of health problems in the area is very strong. We use the available information compiled by Public Health professionals, who are based at Lancashire County Council and whose public health information is available to us in the form of a Joint Strategic Needs Assessment (JSNA). You can access some of the resources and tools that we use to help us understand and consider when we are planning and delivering services through our commissioning work here.

An absolutely critical aspect of our planning, and delivery of commissioning as well as our engagement is the equality impact assessment process. Every new development or change to existing services is required to have an Equality Impact Risk Assessment (EIRA). Once this is undertaken we use this informatoin to help us plan and deliver any communication and engagement. 

The CCG is committed to meeting the three aims of the Public Sector Equality Duty and aims to put the patient at the heart of what we do; through effective engagement and involvement of local people in decision making, buying healthcare to meet the identified needs of the population of East Lancashire, involving local people from protected groups in recruiting to CCG posts and working in partnership with citizens, local and county councils and other healthcare providers to work on improving health outcomes and eliminating health inequalities. The CCG will ensure that all the policies and practices implemented by the CCG or on behalf of the CCG have been informed by decisions based on equality analysis and assessment of outcomes that have identified if there are any effects on people; specifically with protected characteristics; within our community who may use our services or on the people we employ in line with the Equality Act 2010.

When we are planning any engagement or communication with our population, we start with the EIRA assessment process.  Examples of Stage 1 EIRAs are available on this page, however where a more detailed EIRA is required, what we call a Stage 2 EIRA, this contains an Equality Delivery System checklist which links the specific project being assessed to the individual Equality Delivery System Goals and Outcomes. This informs the engagement moving forward too and helps us ensure that we not only reach the people who we need to reach when we engage but that there is a clear line of sight betwen our EDS Goals and Outcomes, our engagement with patients and the public, and the final outcome. Some examples of the Stage 2 EIRAs can be found here:  pdf Social Prescribing (369 KB) , pdf Intravenous Antiobiotic Procedure (356 KB) document GP extended access (refreshed) (504 KB) and pdf Structured Diabetes Education (19 KB) . More examples are available on request.

If you have any comments or queries relating to equality and inclusion, please contact us on: This email address is being protected from spambots. You need JavaScript enabled to view it.

Please click on the links below for more information:

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Introduction – Equality Legislation Overview

The Equality Act 2010 came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined, they make up an Act that provides a legal framework to protect the rights of individuals and advance equality of opportunity for all.pie

The Equality Acts 2010 Public Sector Equality Duty (PSED) is set out in section 149 of the Act. In summary, those subject to the general equality duty must have due regard (consideration) to the 3 Aims of the General equality Duty:
• Eliminate unlawful discrimination, harassment and victimisation
• Advance equality of opportunity between different groups
• Foster good relations between different groups

Due regard requires the CCG to give consideration to the nine protected characteristics when carrying out day to day functions and activities as defined in law through the Brown Principles.

The Equality Act 2010 includes Specific Duties Regulations 2011 which require the CCG to publish annually on how it is meeting the (PSED) and every 4 years, to produce Equality Objectives.

The Equality Act (2010) focuses on 9 protected groups or characteristics:   


• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Within the CCG we consider a wider range of characteristics and other vulnerable groups, such as carers and health inequalities associated with social deprivation.

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The Equality Delivery System (EDS) is a tool to help the CCG to review their equality performance and to identify future priorities and actions. Its aim is to enable the NHS to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse.

At the heart of the EDS is a set of 18 outcomes grouped into four goals. These outcomes focus on the issues of most concern to patients, carers, communities and staff. It is against these outcomes that performance is analysed, graded and action determined. The grading of the CCG will be carried out by local people across East Lancashire on a yearly basis.

The four EDS goals are:

  1. Better health outcomes
  2. Improved patient access and experience
  3. A representative and supported workforce
  4. Inclusive leadership

The grades for EDS are as follows:


Further information about the Equality Delivery System can be found at NHS England.

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  pdf EDS report Peninne V1 29102018 (280 KB)

  pdf WRES Report Template (Revised 2016) (589 KB)

pdf Joint Pennine Equality & Inclusion Strategy report 2017/21 (1.13 MB)

pdf Equality & Inclusion Strategy 2013-2016 (874 KB)

pdf EDS2 Summary Report 2016 (674 KB)

pdf Pennine EI Annual Report 18 19 FINAL (3.17 MB)

pdf Equality & Inclusion Annual Report 17 18 V1 4 (1.46 MB)

pdf Equality & Inclusion Annual Report 2016-2017 (755 KB)

pdf Equality & Inclusion Annual Report 2015-2016 (517 KB)

pdf Equality & Inclusion Annual Report 2014-2015 (917 KB)

pdf Equality & Inclusion Annual Report 2013-2014 (866 KB)

pdf Workforce Race Equality Standard Report 2016 (578 KB)

pdf Workforce Race Equality Standard Report 2015 (267 KB)

pdf Equality Delivery System Report 2016 (414 KB)

pdf Equality Delivery System Report 2015 (358 KB)

pdf Equality Delivery System Report 2014 (505 KB)

pdf Equality Delivery System Report 2013 (408 KB)

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Modern Slavery Act 2015 Background

At the end of March 2015, the Modern Slavery Act, a piece of landmark legislation, came onto the statute. The main thrust of the Act focuses on illegal activity in the UK; however, the legislation also looks at the potential for slavery down the supply chain outside of the UK. The Act has direct implications for businesses operating in any sector in the UK.

A key element of the Act is the ‘Transparency in Supply Chains’ provision. Businesses above a certain threshold are required to produce a ‘Slavery and Human Trafficking Statement,’ outlining what steps they have taken in their supply chain and own business to ensure slavery and human trafficking is not taking place.

Who does the Act apply to?

a) A body corporate (wherever incorporated) which carries on a business, or part of a business, in any part of the United Kingdom, or

b) A partnership (wherever formed) which carries on a business, or part of a business in any part of the United Kingdom.

The Government’s Consultation

Following the passing of the Act, the UK Government entered a period of consultation with industry and interested parties which ended on 7th May 2015. The consultation process sought views on the turnover threshold that would determine whether or not a company has to report as well as what guidance is required to help businesses understand what a slavery and human trafficking statement might include.

summary of the consultation was published by the Home Office on 29th July 2015. The document summarises key findings from the responses to the consultation and more specifically provides details of:

• The threshold for reporting on the ‘Transparency in Supply Chains’ clause.
• Initial views on the content of the statutory guidance that the Government are compiling which is due for publication late 2015.

Threshold for reporting

Following the consultation, the turnover threshold for reporting has been set at £36million. Companies above this threshold will be obliged to report as detailed in the ‘Modern Slavery and Supply Chains – Government Response.’
“all commercial organisations carrying on business in the UK with a total turnover of £36m or more will be required to complete a slavery and trafficking statement for each financial year of the organisation.”

The aim of this measure is to encourage businesses to do the right thing and to drive transparency as companies’ statements are published, scrutinised and compared.

pdf Modern Slavery Act 2015 Statement (151 KB)

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NHS Workforce Race Equality Standard

Implementing the Workforce Race Equality Standard (WRES) is a requirement for NHS commissioners and NHS provider organisations.

The NHS Equality and Diversity Council announced on 31 July 2014 that it had agreed action to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.

In April 2015, after engaging and consulting with key stakeholders including other NHS organisations across England, the WRES was mandated. WRES has been part of the NHS standard contract, starting in 2015/16 and included in the 2016/17 NHS standard contract. NHS trusts produced and published their first WRES baseline data on 1 July 2015 and the first WRES report, which provides analysis and an overview of their data returns, was published in June 2016. With over one million employees, the NHS is mandated to show progress against a number of indicators of workforce equality, including a specific indicator to address the low numbers of BME board members across the organisation.

Alongside WRES, NHS organisations use the Equality and Diversity Systems (EDS2) to help in discussion with local partners including local populations, review and improve their performance for people with characteristics protected by the Equality Act 2010. By using the EDS2 and the WRES, NHS organisations can also be helped to deliver on the Public Sector Equality Duty.

For more information including Frequently Asked Questions and Video go to NHS Workforce Race Equality Standard.

Download pdf WRES Report Template (589 KB)

Download  pdf EL CCG WRES Report 2018 V1 2 (650 KB)