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.
Public Sector Equality Duty (PSED) Annual Report 2021/22
CCGs are required to publish relevant information to show how they meet specific duties for public sector organisations in the Equality Act 2010. This report demonstrates how South East London CCG is meeting its PSED in relation to services it commissions and its workforce. Progress related to the CCGs Equality Objectives 2020-2024 is also included in the report. For more information please contact us at selccg.equality@nhs.net.
Read our Public Sector Equality Duty 2021/22 Report
Gender Pay Gap Report 2021/22
As a public sector organisation with over 250 employees, SEL CCG is required to publish relevant information to show the Gender Pay Gap. This is the second year that the CCG is publishing data on Gender Pay. The CCG has expanded the analysis of Gender Equality to include a broader dataset including recruitment data, results from the NHS Staff Survey, analysis of the Governing Body membership and the feedback from staff engagement sessions.
The CCG pays females and males the same pay (equal pay) however there is a 12% average hourly “typical” pay differential. The significant driver for this differential is the representation of males in lower paid roles at the CCG. The staff engagement feedback also raised suggestions to improve inclusivity at work. The CCG will investigate ways of addressing the recommendations of the report 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 2021/22 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
SEL CCG 2020-21 Workforce Disability Equality Standard (WDES) Report and Action Plan
As a further part of our work to build an inclusive culture where all can achieve their potential, we are pleased to report on the Workforce Disability Equality Standard (WDES) report.
The Workforce Disability Equality Standard (WDES) requires NHS organisations to submit data across 10 metrics to NHS England and Improvement each year. The CCG is not mandated to supply the data but has elected to do so as part of the “Due Regard” requirement under the Public Sector Equality Duty (Equality Act 2010). This is the first report that the CCG has produced and will act as a starting point to measure representation and dignity and respect for disabled colleagues at work going forward.
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.
The CCG has agreed to take a series of actions based on the WDES metrics and staff engagement as part of developing the action plan. Using data and staff lived experience the CCG will focus on improving diversity representation across the Agenda for Change (AfC) bandings and those NHS staff that do not fall under the Agenda for Change model. The action plan also focuses on improving the dignity and respect staff survey rating for disabled colleagues. Overall disabled staff constitute 8% of the CCGs workforce in this report.
For more information please contact Annie Gardner, Head of Equality and Patient Experience, SEL CCG annie.gardner@nhs.net