Equality, diversity and inclusion

NHS South East London Clinical Commissioning Group (CCG) is committed to promoting equality and diversity for the people of south east London. As part of that commitment, we are making equality and human rights everyone’s business within the CCG.

Our commissioning processes are underpinned by human rights principles. This means that commissioning decisions will be subject to fairness; respect; equality; dignity; and autonomy. We also have leadership roles for equality and diversity which sit on our Governing Body to ensure that it is championed at the highest levels.

These and other leaders will be focused on both equality and diversity related to the services that we commission, and for our staff – who are our greatest asset. We are establishing an equalities committee which will support this critical agenda, and this will report directly into the Governing Body.

Please read our joint statement from the CCG’s clinical chair and accountable officer on discrimination, inequality and racism.

Public Sector Equality Duty (PSED) Annual Report 2020/21

As a public sector organisation, CCGs are required to publish relevant information to show how we meet the Equality Duty.  This report demonstrates how South East London CCG is meeting its PSED in relation to services commissioned and its workforce. For more information please contact the report author Annie Gardner, Head of Equality and Patient Experience at annie.gardner@nhs.net

Read our Public Sector Equality Duty Annual 2020/21 Report  

Gender Pay Gap Report 2020/21

As a public sector organisation with over 250 employees, NHS South East London CCG is required to publish relevant information to show the Gender Pay Gap. This is the first year that the CCG is required to publish Gender Pay data. The CCG pays females and males the same pay (equal pay) however there is a 12% average hourly pay differential. The significant driver for this differential is the representation of males in lower paid roles at the CCG. The CCG will investigate ways of addressing this driver as part of the transition to become an Integrated Care Board. For more information please contact the report author Annie Gardner, Head of Equality and Patient Experience at annie.gardner@nhs.net

Read our Gender Pay Gap 2020/21 report

SEL CCG 2020-21 Workforce Race Equality Standard (WRES) Report and Action Plan

As part of our work to build an inclusive culture where all can achieve their potential, we are pleased to report on the Workforce Race Equality Standard (WRES).

The NHS Workforce Race Equality Standard (WRES) highlights the differences between the experience and treatment of White and Black, Asian and Minority Ethnic (BAME) staff with the aim of closing any identified gaps. The WRES requires NHS organisations to demonstrate progress against nine race equality indicators.

Evidence shows a motivated, included and valued workforce helps deliver high quality patient care, increased patient satisfaction and better patient safety; it also leads to more innovative and efficient organisations.

Since 2015, the south-east London CCG has used the WRES to understand differences in the experience of their workforces and put in place actions to reduce these differences. 

This is SEL CCG’s second WRES report that analyses data from all six predecessor CCGs for the financial year April 2020-March 2021. One of the benefits of our recent merger is that we have been able to share learnings across the boroughs and in doing this hope to ‘level up’ where there is an opportunity, as well as throw collective weight behind addressing some of the embedded equalities issues this data identifies. Overall BAME staff representation has increased from 33% to 36% of staff since the last report.

Read the SEL CCG 2020-21 WRES Report and Action Plan

For more information please contact Annie Gardner, Head of Equality and Patient Experience, SEL CCG annie.gardner@nhs.net