equality - barnetccg.nhs.uk and diversity... · barnet, enfield and haringey mental health nhs...

NHS Barnet CCG Equality Information 2015-Final

EQUALITY

INFORMATION

For further information please email: [email protected] or

phone our Equality and Diversity Team on 020 3688 1121

January

2015

mailto:[email protected]


Our vision

We will work in partnership with local people to improve the health and well – being of the local population of Barnet, find solutions to challenges, and commission new and improved collaborative pathways of care which address the health needs for the Barnet population.

Contents Page

1. Introduction 3

2. Compliance with the Public Sector Equality Duty 4

3. Commissioning Intentions 2004-15 and beyond 7

4. The people we serve 10

5. Engagement of patients and stakeholders 12

6. Implementing our Equality Objectives 15

7. Monitoring 16

8. Conclusion 17

Appendix 1: 18

Equality information of staff and Governing

Body Members

Appendix 2: 25

Equality Delivery System (EDS2) Grades


1 Introduction

This is NHS Barnet Clinical Commissioning Group’s (CCG) second annual Equality Information. The information will set out how the CCG has been demonstrating ‘due regard’ to the Public Sector Equality Duty’s three aims (page 4) and will provide evidence for meeting the specific equality duty, which requires all public sector organisations to publish their equality information annually. The Equality Information should be published once a year by 31 January. However, it should be noted that we have already published our 2013/14 Annual Report which includes equality and diversity information. There are also other CCG reports that are published on the website that show how the CCG is meeting its Public Sector Equality Duty. This information will provide an update to what was published in the Annual Report. We recognise the diverse needs of our population and we are committed to reducing health inequalities and improving health outcomes for people in Barnet. We aim to ensure the provision of high quality and accessible healthcare, and to develop a diverse and well-supported workforce which is representative of the population we serve.

http://www.barnetccg.nhs.uk/Downloads/Document%20Library/Barnet%20CCG%20Report%20and%20Accounts%2013%2014.pdf


2 Compliance with the Public Sector Equality Duty

Public Sector Equality Duty (PSED)

The CCG has worked to show due regard to the three aims of the public sector equality general duty as set out in the Equality Act 2010: Aim 1- Eliminate unlawful discrimination, harassment and victimisation Aim 2 -Advance equality of opportunity between different groups Aim 3- Foster good relations between different groups The specific duties require public bodies to publish relevant, proportionate information showing how they meet the General Equality Duty by 31 January each year, and to set specific measurable equality objectives by 6 April every four years starting in 2012. Both general and specific duties are known as the Public Sector Equality Duties (PSED). As a statutory public body, the CCG must ensure it meets these legal obligations and intends to do so by publishing information demonstrating how the organisation has used the Equality Duty as part of the process of decision making in the following areas:

Service delivery - evidence of equality impact analysis that has been undertaken

Information - details of information taken into account when assessing impact

Communication and engagement - details of engagement activity that has taken place With the introduction of the Equality Act 2010, Equality Impact Assessments have been abolished. A new tool has been developed and adopted to assess the impact of documents and services known as ‘Equality Analysis’, which helps the CCG to demonstrate ‘due regard’ to the PSED. This means that the CCG must work to prevent discrimination, harassment and victimisation from happening in the first place, take steps to meet the health needs of people with certain protected characteristics as set out in the Equality Act 2010 e.g. age, disability, gender reassignment, religion and belief, sexual orientation, sex, race, pregnancy and maternity, marriage and civil partnership, where these differ from the needs of the wider population and encourage people with certain protected characteristics to participate in public life or decisions making where their participation is disproportionately low.


CCG’s compliance with the PSED

EDS2

• We have adopted the Equality Delivery System (EDS2) as a best practice tool to manage its equality and diversity performance; and we are working with NHS Employers as Diversity Partner.

• We are revising our current EDS2 grades through self-assessment.

• Our NHS provider Trusts are also implementing EDS2

Equality Analysis

• We have embedded equality analysis in the Governing Body reports

• We have provided training for managers and staff

• We have revised tools and guidance

• We have completed equality analysis of services/policies

Equality Information

• We have published equality information in our Annual Report 2013/14

• We have used equality information to grade our equality and diversity performance

• We have monitored our providers' compliance with the PSED by publishing Equality Information

Equality Objectives

• We have published Equality Objectives

• We have implemented Equality Objectives in 2013 and have monitored progress

• We are working with our partners i.e. the local authority to deliver the objectives of common priorities

http://www.barnetccg.nhs.uk/Downloads/Document Library/Barnet CCG Report and Accounts 13 14.pdf


Our providers

We believe that our compliance with the PSED is very much dependent on how we commission services; and how our providers

comply with their equality duty.

We commission services from a variety of organisations and agencies, most of which are public sector organisations; and they

therefore also comply with the PSED. Below is a summary of how our main providers comply with the PSED.

Our main providers

Adopted EDS2

Published Equality Objectives

Published Annual Equality Information

Barnet, Enfield and Haringey Mental Health NHS Trust

Central London Community Healthcare NHS Trust

Royal Free London NHS Foundation Trust


3 Commissioning intentions for 2014-5 and beyond

For 2014/15 and beyond, our priorities are set by the CCG members, the Governing Body, the Health and Wellbeing board and the

public. This includes plans for both investment and disinvestment. Our commissioning intentions are very closely aligned with our

Equality Objectives; and we have published our key achievements in our Annual Report 2013/14.

We have used information about health needs in Barnet, evidence based good practice and the performance of our current providers to established four strategic objectives. These objectives will be met by developing and implementing our clinical commissioning programmes.

Further information about the commissioning programmes and pathways are available in our commissioning prospectus 2013/14 on the CCG’s website. Our commissioning intentions will have the following impacts on patients:

http://www.barnetccg.nhs.uk/document-library.htm


Improved access to services

Better early diagnosis and prevention services

Treatments being provided in the least intensive setting where it is appropriate

Greater access to services in a primary care setting

Better clinical management and outcomes for patients with long term conditions

Improved quality and experience of care

Patients being able to retain independence as long as possible

Reduction in the need to attend secondary care settings

Improved choice for patients in relation to their care. The Barnet CCG Integrated Strategic and Operational Plan is available on our website. This provides more detail about the projects and initiatives within each programme.

NCL Five Year Strategic Plan NHS Barnet CCG has jointly developed a five year strategic plan with Islington, Camden, Haringey and Enfield CCGs. Six key interventions have been identified where two or more CCGs would collaborate to address and identify challenges within the case for change. These are still under consideration. They cover the following areas:

Primary care

Urgent and unscheduled care

Mental health

Transformation of pathways

Reviewing clinical services

Value-based commissioning These areas of work will be underpinned by enabling work streams (under consideration):



Clinical advice and navigation

Information management and technology

Finance and contracting

Workforce development

Infrastructure

Communications and engagement

Public health. Our five year strategic plan will deliver four objectives:

Explore and commission alternative models of care

A greater range as well as more integration of providers

Engaging communities in new and more innovative ways

A re-defined model for primary care


4 The people we serve

Diversity –key demographic facts1

Barnet’s population is growing increasingly diverse, especially in the under 19 age group; the attitudes, ethnicity and culture of

Barnet are now more reflective of London than previously.

In 2011 the local non-White population was projected to increase from 33.1% to 35.0% of the total populace by 2016.

Barnet’s fastest growing ethnic group is Other (a classification with includes Iranians, Afghans, and Arab peoples) with 19%

growth (+4,400 people) over five years against an average growth rate of 5.5%.

Although numerically smaller, the Black Other community is experiencing the second fastest proportional growth, with 15.1%

(1,000) more Black Other Barnet residents expected by 2016.

Barnet’s largest ethnic group, the Indian community, will remain the most populous BME group over the coming half decade, but

growth is slower than other groups at just 4.9% (1,600 people).

The rise in local diversity is being driven by births in BME community – almost half of all 0-4 year olds (49.7%) are BME. Aside from

a bump in the 30-44 cohort, each rising age band is progressively less diverse than the former; just 21.9% of the 65-69 year old

population are non-White. Amongst Barnet resident pupils whose first language is not English, the most common languages

spoken are Gujarati, Persian-Farsi, Somali, Arabic and Polish.5

Key health facts

The health of the people in Barnet is better compared with the England average. However it is mixed across the borough.

Life expectancy is seven years lower for men and five years lower for women in the most deprived areas of Barnet (Burnt Oak)

than in the least deprived (Garden Suburb).

1 Joint Strategic Needs Assessment-Barnet 2011-15


Women’s life expectancy is 84 years. Men’s life expectancy is 80 years.

About 18% of children in year six are classified as obese.

A lower than average percentage of pupils spend less than three hours per week on school sport.

There were 5,379 hospital stays for alcohol-related harm in 2009/10 and there were 353 deaths from smoking each year

10% of expectant mothers smoke during pregnancy.


5 Engagement of patients and stakeholders

As a CCG, we are working hard to develop ways of working which place our diverse groups and communities at the centre of what

we do. We will work with Healthwatch Barnet, the London Borough of Barnet and others to achieve this.

Our communication and engagement structure includes a number of working partnership boards and networks, ensuring that we

are able to listen to people. In addition to these, we will use a number of geographically-based community forums throughout the

year to ensure that we extend our reach.

Our Engagement and Communication Strategy and information about our public meetings are available on our website.

We gain feedback from patients and people by:

Supporting the establishment of patient participation groups and developing a system for regular feedback through locality

representatives to the CCG Governing Body

Involving user groups and patients in service reviews and commissioning plan development

Regular meetings with Healthwatch Barnet

Inviting Healthwatch Barnet representatives to attend Barnet CCG Governing Body meetings

Involving patient and user representatives in procurement processes and partnership boards

Patient surveys and reviews of complaints

‘listening to you’ through the Barnet CCG website

Regular public events to engage with the public.

Summary of achievements in 2013/14.

1) Urgent Care Services Survey

In March 2014, the CCG took an urgent care survey to the Broadwalk Shopping Centre in Edgware. We took the decision to hold the engagement activity in a shopping centre in order to reach a wider and more diverse audience than we usually get to our more traditional engagement meetings. As a result, we were able to engage with over 250 people of all ages and ethnicities. The results of this survey will feed into the review of urgent care services that is about to get underway.


2) Engagement with users of Autism services

The joint commissioning teams across the CCG and the local authority undertook an engagement exercise in November 2013 with users of autism services. The aim of the engagement was to get service users’ views of the service to feed into the refresh of the Autism Action Plan. This is a great example of co-production and the feedback and the updated Action Plan is being taken to the Steering Group and the Task and Finish Group to inform service needs.

3) Engagement to develop proposals for a Community and Health service The Joint Commissioning team is currently developing proposals for a Community and Health service. This proposal followed a review of wellbeing services in the borough and a workshop held at October 2013’s Mental Health Partnership Board to consider the commissioning options. A key priority is to improve access to community and health support for people who are marginalised, who experience health inequalities and often come into contact with services at points of crisis. A workshop was also held in August 2014 with representatives from local organisations offering support to Black, Minority, Ethnic and Refugee (BMER) communities within Barnet. Representatives included staff, volunteers and beneficiaries. The workshop directly engaged providers and people that use services in further developing the Community and Health Access model. A follow up workshop is being arranged for January 2015, extending the invite to colleagues from Prevention and Wellbeing, Public Health and Barnet Clinical Commissioning Group.

4) Engagement with users of Mental Health services In the summer, focus groups were held with users of mental health services in Barnet with the aim of understanding the current service provision and how they could be improved. Focus groups were also held with GPs in order to understand clinicians’ experiences of dealing with the services. The report from these focus groups is being taken to the CCG’s Governing Body and the feedback will inform the way local mental health services will be redesigned.

5) Engagement with users of Diabetes Services The CCG partnered with Diabetes UK to hold focus groups to give service users the opportunity to shape the future of

diabetes care in Barnet. Participants were asked about their experiences of the current service provision and what they

would like to see in the future. A total of 52 people took part and they ranged in age and ethnicity. The information obtained

from the focus group discussions has informed a business case that has been put forward to invest in a community diabetes

multidisciplinary team and increased structured education. Furthermore, as a result of focus group discussions, the CCG is

in talks with Public Health to potentially develop an exercise and healthy eating programme. A way to cascade useful

information to patients with diabetes is being considered in collaboration with the CCG’s GP lead for diabetes.


6) Children’s Mental Health Commissioning Members of the Joint Commissioning Team for Childrens’ Services directly engaged with members of the Barnet Youth Parliament on two separate occasions – in a formal forum and also via more informal conversations. The object was to talk to young people about their experiences of mental health services. Feedback from these discussions will form part of the “Walk the pathway” engagement programme that is currently being planned and a Youth Parliament member will play an active role in future activity.

7) Patient Reference Group The first meeting of the Patient Reference Group was held in July. We had a fantastic turnout and we were pleased to see that local groups and organisations were represented. However, some key groups were not present and we have made a concerted effort to re-engage with them and invite them to attend the next meeting in the New Year. These include Jewish groups, BME groups, and mental health groups. Response so far has been positive and we will monitor the responses to ensure that we have good representation of the Barnet population as members of the PRG.

8) Patient Participation Groups (PPG) The CCG is keen to support local practices to either start a PPG or to help them to develop. We are partnering with Healthwatch Barnet to host an event for practices and interested members of the public. Topics for discussion will include practical tips for setting up a PPG, how to make PPG meetings more meaningful and how the National Association for Patient Participation can support PPGs. The event is taking place at the end of February 2015.

For detail information about our Engagement Strategy and achievements in 2013/14 please visit our website.


6 Implementing Equality Objectives

We developed our Equality Objectives 2012-16 when the CCG was operating in shadow form. We revised those objectives in 2013

and developed additional objectives to ensure they reflect our priorities and commissioning.

Equality Objectives Progress Improve access to services for people with poor health outcomes

We carry out equality analysis of policies and services; and it forms part of all Governing Body reports.

Our providers provide reasonable adjustment to patients.

We are working with GPs, the Local Authority and providers to improve access

Commission services based on evidence to improve health equalities.

We are using JSNA equality profile for needs analysis; equality analysis; and in developing commissioning intentions.

On-going and meaningful engagement of local interests (see section 5 for more details)

We ensure our commissioning priorities reflect the views and aspiration of our local people.

We are working with the local authority, patient groups (PPGs), GP practices, the voluntary sector and our providers to learn about patient experience.

Using Better Care Fund to integrate services to offer more efficient and equitable services.

Develop an inclusive working culture which values diversity and supports staff to feel confident to challenge any harassment, bullying or perceived victimisation.

We are monitoring our work force equality data to analyse how our workforce reflect the community we serve.

There is an appropriate support for staff when they experience discrimination, harassment, bullying or victimisation.

Through EDS2 we are planning further actions to implement best practice in the organisation.

Maintain good governance to improve equality and diversity performance through the Equality Delivery System (EDS)

We have carried out a self-assessment with Healthwatch and the Local Authority

We have developed an action log/mitigation which will be used track progress in the CCG’s performance.

We are working with NHS Employers as Diversity Partner.


7 Monitoring

We monitor information to improve service quality, ensure compliance with the equality duty; and to improve our equality and diversity

performance. We have included detailed information about our workforce and Governing Body members in Appendix 1 but below are

some examples of how we, and our providers, monitor equality and diversity.

Workforce and governance equality data

• All workforce data

• Recruited and selection data

• Leavers data

• Governing Body Members data

Complaints equality data

• Complaints are monitored by the CCG and providers.

• Regular updates given to the Quality Comittee and the Governing Body

• Providers publish complaints data in their annual equality report. However, this is not consistent across all providers.

Access to information, consultation & engagement

• We can monitor the number of hits on the CCG's website e.g. various web pages.

• We maintain an enagement log centrally.

• We learn from the enaggement work of our providers and partners.


8 Conclusion

Our Equality Information provides an overview of how we meet our public sector equality duty, both through commissioning and employment. We recognise that making progress in all equality areas is a slow process and we endeavour to work with our community interest and internal groups to prioritise our work which will produce better outcomes. Our top priority next year will be to effectively use EDS2 to revise our Equality Objectives and monitor and report progress. This information is not exhaustive, and there are other key CCG documents which provide further information about our policies, objectives and actions. They include:

CCG’s Annual Report 2013-14

CCG Constitution

CCG Prospectus

Organisational Development Plan

Joint Strategic Needs Assessment (JSNA)

CCG’s Operating Plan and Commissioning Intentions

CCG’s Equality Objectives

CCG’s Communications and Engagement Strategy

CCG’s Governing Body reports

The above documents are published on the CCG’s website

http://www.barnet.gov.uk/downloads/download/722/jsna_full_assessment



Appendix 1 Equality information of staff and Governing Body Members

.

NHS Barnet CCG employs 75 permanent staff from diverse backgrounds. This has increased from 64 in 2014. Although we have no legal duty to publish our workforce data as we employ less than 150 staff, we have decided to do so as good practice. We believe it will help us to monitor our workforce diversity and to set specific goals and objectives for the future. The charts are based on the current workforce of the CCG as of October 2014.

Key highlights:

There are some staff that either did not define their ethnicity,

religion/belief, disability and sexual orientation, or decided not

to disclose. This is an area we are looking to improve in the

current year.

There has been some change in the percentage of male and

female since we published our last equality information in

January 2014. The percentage of male staff has increased

from 22% to 28%.

We have included more protected groups in our information

e.g. religion and sexual orientation.

CCG Workforce


Chart 2 - Gender

72%

28%Female

Male

Chart 3 - Age

4%

35%

33%

21%

7% 20 - 30

31 - 40

41 - 50

51 - 60

61 andabove

Chart 4 - Disability

1%

60%

39%

No

Undefined

Yes

26

2

4

1

3

2

5

27

5

0 10 20 30

Undefined

Other

Judaism

Jainism

Islam

Hinduism

Do not wish to disclose

Christianity

Atheism

Chart 5 - Religious Belief

2

39

8

26

0 10 20 30 40 50

Gay

Heterosexual

Do not wish todisclose

Undefined

Chart 6 - Sexual Orientation


Governing Body Members

Besides GPs and other healthcare

professionals, the CCG Governing Body also

has Lay Members and Executive Directors,

as well as a senior member from Public

Health, to provide additional knowledge and

experience to support the work of the CCG.

We have included information about our

Governing Body members out of whom 9 are

elected and 6 appointed.

Key highlights:

Currently there are 7 female and 8

male GB members.

7 GB members have declared their

ethnicity as White-British.

8 GB members have not declared

their ethnicity while 12 have not

defined whether they have a

disability.

Chart 7 - GB Members Gender

53%47%

Female

Male

Chart 8 - GB Members Disability

80%

20%

No

Undefined

8

7

0 2 4 6 8 10

Undefined

White - British

Chart 9 - GB Members Ethnicity


Recruitment

We monitor equality data of all applicants who

apply for jobs, and those who are short listed and

appointed. However, we do not monitor equality

information of temporary or agency staff. The below

charts provide information about the recruitment

activities based on protected groups from April

2013-March 2014.

Key highlights:

Black or Black British-African represented the

highest number of applicants, followed by

White-British. However, more White-British

were short listed and appointed than any other

racial groups.

Overall, there were more female applicants than

male; and more female applicants were

successful at the short-listing and appointment

stage than male.

The highest number of applicants were from

Christian and Muslim backgrounds.

No one from Asian or Mixed backgrounds

applicants were successful at the appointment

stage.

0 10 20 30 40

Not stated

White British

White Irish

Any other white background

Mixed White & Black Caribbean

Mixed White & Black African

Mixed White & Asian

Asian or Asian British Indian

Asian or Asian British Pakistani

Asian or Asian British Bangladeshi

Any other Asian background

Black or Black British - Caribbean

Black or Black British - African

Any other Black background

Chinese

Chart 1 - Recruitment by Ethnicity

Appointed

Shortlisted

Applied


0

10

20

30

40

50

60

70

80

Male Female

Chart 2 - Recruitment by Gender

Applied

Shortlisted

Appointed

0

5

10

15

20

25

30

20 -24

25 -29

30 -34

35 -39

40 -44

45 -49

50 -54

55 -59

60 -64

65+

Chart 3 - Recruitment by Age

Applied

Shortlisted

Appointed

0

10

20

30

40

50

60

70

80

Chart 4 - Recruitment by Marital Status

Applied

Shortlisted

Appointed

0

20

40

60

80

100

120

140

Not stated Heterosexual Homosexual I do not wish todescribe my

sexualorientation.

Chart 5 - Recruitment by Sexual Orientation

Applied

Shortlisted

Appointed


010203040506070

Chart 6 - Recruitment by Religion

Applied

Shortlisted

Appointed

0

20

40

60

80

100

120

140

Not stated No Yes

Chart 7 - Recruitment by Disability

Applied

Shortlisted

Appointed


Leavers

Key highlights:

More female staff left the CCG

in 2013-14. This was

inconsistent with the total ratio

of staff.

Majority of the leavers (63.6%)

were from White-British

background.

One person from LGB

background left the

organisation.

The CCG is developing

measures to address this issue

e.g. Equality Objectives.

Table 1- Leavers Equality Information

Equality Profile

% of Leavers 2013/14

(Total number of leavers = 11)

Female 72.7%

Male 27.3%

Undefined 18.2%

White - British 63.6%

White - Irish 18.2%

20 - 30 9.1%

31 - 40 18.2%

41 - 50 36.4%

51 - 60 9.1%

61 and above 27.3%

No 18.2%

Undefined 81.8%

Christianity 18.2%

Islam 9.1%

Judaism 9.1%

Undefined 63.6%

Gay 9.1%

Heterosexual 18.2%

Does not wish to disclose 9.1%

Undefined 63.6%

Religious Belief

Sexual Orientation

Gender

Ethnic Origin

Age Band

Disability


Appendix 2 Equality Delivery System (EDS2) Grades

Introduction NHS Barnet CCG is carrying out a self-assessment of its equality and diversity performance by using the Equality Delivery System (EDS2). The first grading was carried out by the North Central London (NCL) Cluster in 2012 when the CCG was operating in shadow form. This self-assessment will help the CCG to analyse a range of evidence against the 18 outcomes of EDS2, develop necessary actions to improve future equality and diversity performance; and to set equality objectives. The grading work is led by a small Task and Finish Group which is chaired by the Governing Body Lay Member, lead for Engagement, Equality and Diversity. The Group membership includes Healthwatch and Barnet Council.

What’s Equality Delivery System? EDS2 is a generic tool designed for both NHS commissioners and NHS providers. As different NHS organisations apply EDS2 outcomes to their performance, they should do so with regard to their specific roles and responsibilities. They may have to adjust the generic language of the outcomes to suit what they do. The equality and Diversity Council at the Department of Health is consulting on EDS2 The first NHS wide equality performance framework was launched by Sir David Nicholson in November 2011 to all commissioner and provider organisations. It provides a framework to annually measure evidence for 18 required equality outcomes, across four key goals (two for service delivery and two for workforce issues). It should also provide robust evidence of how an organisation is meeting its Public Sector Equality Duties (PSED). Grading: Essentially, there is just one factor for NHS organisations to focus on within the grading process. For most outcomes the key question is: how well do people from protected groups fare compared with people overall? There are four grades - underdeveloped, developing, achieving and excelling.

Undeveloped Developing Achieving Excelling

People from all protected groups fare poorly compared with people

People from only some protected groups fare as well as people overall

People from most protected groups fare as well as people overall

People from all protected groups fare as well as people overall


overall OR evidence is not available OR if evidence shows that the majority of people in only two or less protected groups fare well (2 or less groups)

(3-5 groups)

(6-8 groups)

(9 groups plus other disadvantaged groups)

People covered by EDS2 EDS2 should be applied to people whose characteristics are protected by the Equality Act 2010. In summary, there are nine characteristics as follows: Age Disability Gender re-assignment Marriage and civil partnership Pregnancy and maternity Race including nationality and ethnic origin Religion or belief Sex Sexual orientation EDS2 grading can also consider evidence about other disadvantaged groups e.g. homeless people, migrants, refugees etc. who are not protected by the Equality Act 2010.

Engagement Without engagement with local stakeholders, EDS2 will not work. Engagement refers to the process of getting people e.g. patients, carers, community members and other members of the public involved in decisions about them in a sustained way. This includes planning, developing and managing services, as well as activities that aim to improve health or reduce health inequalities. For staff,


engagement also means helping to plan, develop and manage working environments and activities that aim to improve working lives.

How the Self-assessment has been done and what will happen next

We have analysed relevant evidence in our key strategic policies and reports which include commissioning strategies, providers’ information and our workforce policies and reports.

This will form the basis of our discussion with the community interests. We have set a reasonable baseline which can be sustained and built upon over the next five years. We will engage staff and community interests in the grading process We will develop a dashboard to manage the EDS2 progression over next five years. Our Equality Objectives will be revised in 2015/16 based on the outcomes of EDS2 grading.

Summary of the draft grades Our self-assessment has identified that the CCG has progressed in 2 outcomes, from developing to achieving (4.1 & 4.2), 2 from undeveloped to developing (3.1 & 3.3) and has sustained 14 (all developing). We have graded the two outcomes which were not graded in 2012 and have recommended as ‘developing’.

The goals and outcomes of EDS2 (Summary)

Goal Number Description of outcome Current Grade 2012

Proposed Grade (2014)

Target Grade (2019)

Better health outcomes

1.1 Services are commissioned, procured, designed and delivered to meet the health needs of local communities

1.2 Individual peoples’ health needs are assessed and met in appropriate and effective ways

1.3 Transitions from one service to another, for people on care pathways, are made smoothly with everyone well-informed

1.4 When people use NHS services their safety is prioritised and they are free from mistreatment and abuse and mistakes are minimised.

1.5 Screening, vaccination and other health promotion services reach and benefit all local communities


The goals and outcomes of EDS2 (Summary)

Goal Number Description of outcome Current Grade 2012

Proposed Grade (2014)

Target Grade (2019)

Improved patient access and experience

2.1 People, carers and communities can readily access hospital, community health or primary care services and should not be denied access on unreasonable grounds

2.2 People are informed and supported to be involved in decisions about them

2.3 People have positive experiences of the NHS and are able to report it.

2.4 People’s complaints about services are handled respectfully and efficiently

A representative and supported workforce

3.1 Fair NHS recruitment and selection processes lead to a more representative workforce

3.2 The NHS is committed to equal pay for work of equal value and expects employers to use equal pay audits to help fulfil their legal obligations

3.3 Training and development opportunities are taken up and positively evaluated by all staff

3.4 When at work, staff are free from abuse, harassment, bullying and violence from any source

3.5 Flexible working options are available to all staff consistent with the needs of the service and the way people lead their lives

Was not graded

3.6 Staff report positive experiences of their membership of the workforce Was not graded

Inclusive governance

4.1 Boards and senior leaders routinely demonstrate their commitment to promoting equality within and beyond their organisations

4.2 Papers that come before the Board and other major Committees identify equality-related impacts including risks, and say how these risks are to be managed

4.3 All managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination

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