We all use the NHS, whether going to see the GP or a nurse, getting advice from a pharmacist or seeing a dentist. To make sure everyone is able to get the best out of NHS services we need to understand who our patients are and what their individual needs are so when they need to access treatment they get the right care and have the best possible experience.
We know that health inequalities exist in Calderdale and that some patients have different access, experience and outcomes when they use the NHS. We want to reduce those differences and remove them entirely where possible.
Our approach to equality and diversity is outlined in our strategy.
Information on the CCG’s approach to Equality and Diversity can be found below:
The patient population of Calderdale Clinical Commissioning Group (CCG) is more than 213,000 and is rising, the largest growth is expected to occur in the older age groups, with a 29% increase in those aged 85 and over by 2024, an 11% increase in those aged 65 to 74 and a 42% increase in those aged 75 to 84. There is also expected to be a 7.6% increase in children aged 0-15.
The largest ethnic group in Calderdale is White British (86.7%), as recorded in the national Census 2011. The second largest ethnic group is Asian / Asian British (8.3%) of which the majority (6.8%) are Pakistan.
The majority of the population (60.6%) are Christian and 7.8% of the population are Muslim. Nearly a third of the population (30.2%) stated they had no religion.
The health of people in the area is varied compared with the England average. About 20% (8,200) of children live in low income families. Life expectancy for both men and women is lower than the England average.
Life expectancy is 9.0 years lower for men and 10.2 years lower for women in the most deprived areas of Calderdale than in the least deprived areas.
Relative overall deprivation has increased in recent years when compared with other authorities in England. In the Index of Multiple Deprivation (IMD) 2010 Calderdale was ranked 105th out of 326 local authority districts compared with a rank of 89 in IMD 2015 (a lower rank denotes a higher deprivation)
There are around 28,200 residents living in neighbourhoods ranked by IMD 2015 as being within the 10% most deprived in England. This includes 7,000 children aged 0-15 years old and 4,500 older people aged 60 years old and over.
For more information on the local population, inequalities and health please visit:
Equality is about making sure everyone is treated fairly and given an equal chance to access opportunities. It is not about treating everyone the same way, as people may require different things to achieve similar outcomes. Diversity means ‘difference’. When it is used in the same context as ‘equality’, it is about recognising and valuing individual as well as group differences. It also means treating people as individuals and placing positive value on the diversity they bring as a result of them belonging to a certain personal protected characteristic or their cultural background.
The Equality Act 2010 protects people against discrimination, harassment and victimisation in relation to housing, education, clubs, the provision of services and work. It unifies and extends previous equality legislation.
Equality is a legal principle to eliminate discrimination and promote equality of opportunity to people and groups.
- Eliminate discrimination, harassment and victimisation
- Advance equality of opportunity
- Foster good relations.
The Public Sector Equality Duty (PSED) is made up of a general duty and specific duties. The general duty forms the main part of the legislation, and is supported by specific duties which support public bodies to demonstrate performance and compliance.
The public sector equality duty is described in Section 149 of the Equality Act and requires public bodies, including CCGs, to pay due regard to the need 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.
- Foster good relations between people who share a protected characteristic and people who do not share it.
The Act explains that having due regard for advancing equality involves:
- Removing or minimising disadvantage associated with a protected characteristic;
- Taking steps to meet the needs of individuals who share a protected characteristic (where these are different from others); and
- Encouraging persons who share a protected characteristic to participate in public life or in any other activity where participation by that group of people is disproportionately low.
Protected characteristics are defined as:
- Pregnancy and maternity
- Marriage and civil partnership
- Religion or belief
- Sexual orientation
- Gender reassignment
Under the specific duties of the PSED we are required to:
- Publish information to demonstrate compliance with the general duty annually, including data on those with a protected characteristic who are affected by our policies and practices
- Publish one or more equality objectives covering a four-year period
To evidence ‘due regard’ as required by the Equality Act 2010 and to be sure that the decisions we take make a real, positive difference to the lives of people in Calderdale, where a decision is being made about a potential change to a service, policy or activity an equality impact assessment (EIA) will be completed. We have developed an integrated impact assessment process which includes quality, equality and privacy, amongst others, to ensure that these are considered within CCG commissioning processes.
- NHS Calderdale CCG Public Sector Equality Duty Report 2019
- NHS Calderdale CCG Public Sector Equality Report 2018
- Public Sector Equality Duty -Annual Equality and Diversity Report 2017
- Public Sector Equality Duty Report 2016
- Public Sector Equality Duty Report 2015
- Public Sector Equality Duty Report 2014
Calderdale CCG has agreed its set equality objectives for 2018 to 2022. These objectives have been developed following involvement with the local voluntary, community and social enterprise sector, staff and public sector partners, including the implementation of the EDS2. The objectives have been approved by the Quality Committee and Governing Body. The objectives set out the three equality priorities that will be worked on over the next four years.
The Equality Objectives for 2018 to 2022 are:
- Improve access to GP Practices for specific equality groups, including LGBT and children and young people.
- Improve engagement with specific equality groups.
- Improve governance processes for equality.
Progress on the equality objectives is monitored quarterly by the Quality Committee, and an annual update is provided in the Public Sector Equality Duty (PSED) report. You can find detailed action plans below.
The Equality Delivery System (EDS2) is a toolkit designed by the Department of Health to help NHS organisations to improve the services they provide for their local communities, consider health inequalities in their locality and provide better working environments that are free of discrimination.
The EDS has four goals, with 18 specific outcomes. NHS organisations need to listen to and engage with patients, carers, voluntary organisations and people who work in the NHS in order to grade their equality performance, identify where improvements can be made and act on their findings. The EDS goals are:
- Better health outcomes for all
- Improved patient access and experience
- Empowered, engaged and included workforce
- Inclusive leadership at all levels
They are rated on a scale as follows:
- Purple – excelling
- Green – achieving
- Amber – developing
- Red – undeveloped
This year the CCG worked in partnership with other NHS organisations including: CHFT, Locala and SWYPFT to deliver a joint approach to engaging with local stakeholders. A Calderdale Equality Panel was created with membership drawn from a range of community and voluntary sector organisations representing each of the protected characteristics. The panel will grade the CCG and participating NHS organisations against a set of EDS2 outcomes. We will use the data from the grading panel to inform the development of a new set of Equality Objectives.
The WRES requires NHS organisations to demonstrate progress against 9 indicators of workforce equality. A Workforce Disability Equality Standard will be introduced in 2019.
Our WRES return for 2017/18 and action plan can be found here: https://www.calderdaleccg.nhs.uk/key-documents/#equality
The ‘Accessible Information Standard’ establishes a framework so patients and service users (carers and parents) who have information or communication needs relating to a disability, impairment or sensory loss, receive accessible information and communication support when accessing NHS or adult social services.
To prepare for the AIS in 2016 the CCG had:
- developed briefings for providers, CCGstaff and GP practices and briefing sessions undertaken.
- undertaken surveys with GP practices to understand the support they need to implement the standard and used the feedback to shape and develop bespoke resources
- provided advice and guidance to health care organisations and their staff to implement the Standard and made contact to ensure they are making progress against the Standard
- promoted and raised awareness of the Standard with healthcare organisations and CCGstaff
Updates on the Accessible Information Standard will be provided annually in the PSED report