Meeting our Public Sector Equality Duty
CCG patients, public and staff can request reasonable adjustments such as information into other formats, or workstation assessment and adjustments for disabled staff etc, to enable fair access to information, services, premises, engagement and any employment opportunities.
- Meeting our Public Sector Equality Duty – View NSCCG and SOTCCG pdf Annual Equality & Inclusion Publication (1.34 MB) (approved by Governing Body in Common 10 April 2018)
- Appendix 1: CCGs’ Workforce profile – internal document only (less than 150 staff)
- Appendix 2: pdf What do we know about Stoke-on Trent and North Staffordshire localities? (March 2018) (860 KB)
- Appendix 3: pdf Equality Delivery System (EDS2) Annual Public Grading Dashboard 2015 to 2017 (301 KB)
- Appendix 3.1 pdf North Staffordshire CCG and Stoke-on-Trent CCG EDS overview grading 2013 to 2017 (190 KB)
- Appendix 4: pdf List of Acronyms (118 KB)
Previous Annual Equality and Inclusion Reports -
- pdf Annual E&I Publication Apr 2018 (1.31 MB)
- pdf March 2017 Annual E&I Publication (1.34 MB)
- pdf (1.34 MB) Equality and Inclusion Annual Publication Jan 2016
- Equality & Inclusion Annual Report 2014 - 2015
Stoke-on-Trent wants to ensure all parts of our local communities have fair access to NHS information, services and premises when they need to use services, and to any employment opportunities.
We know that not all people access or take up services in the same way and we want to try to take reasonable steps to accommodate these different needs, particularly for seldom heard people from groups protected by the Equality Act 2010, and the Health and Social Care Act 2012.
The CCG is working hard to ensure not only that its services are appropriate and accessible for all members of our community, but that no one is disadvantaged or discriminated against by the services we put in place.
Stoke-on-Trent will publish an Annual Equality and Inclusion Publication to show what we are doing to routinely collect equality data and use this information to ensure that CCG services and employment opportunities are fair and accessible to all. We also show how we are progressing on delivery of our agreed Equality Objectives.
Under the Equality Act 2010 and the Public Sector ‘Specific Equality Duty’, public sector organisations such as CCGs must publish sufficient information to demonstrate that, in the exercise of its functions, it has ‘due regard’ (gives deliberate consideration) to the 3 aims of the Equality Duty:
- eliminate discrimination, harassment and victimisation;
- advance equality of opportunity between people who share a protected characteristic and those who do not; and to
- foster good relations between people who share a relevant protected characteristic and those who do not.