Walsall CCG is responsible for improving the health and well-being of the people in Walsall and has a commitment to integrating equality and celebrating diversity within all that we do. We are committed to equality and diversity in all aspects of employment and service delivery. All staff and service users will be treated with dignity and respect and will be expected to treat each other with dignity and respect. As part of the Public Sector Equality Duty contained in the Equality Act 2010, we will show due regard to ensuring that individuals do not receive less favourable treatment on the grounds of race; disability; gender; age; religion and belief; sexual orientation; pregnancy and maternity; marriage and civil partnership and gender reassignment.
We will work towards eliminating discrimination, advancing equality of opportunity, and fostering good relations in the course of developing policies and delivering services.
The CCG’s updated Equality Strategy sets out the CCG’s approach and is supported by the following items:
Furthermore, the report on Equality Analysis for Urgent Care can be found here.
The CCG is also committed to using the NHS Equality Delivery System 2 (EDS2) to identify areas of progress and areas where further work is needed. (The 2018 EDS2 edition can be found here.) The CCG’s Equality Delivery System 2 (EDS2) reports illustrate the how the CCG has been working to meet the needs of all patients in particular vulnerable groups. It details examples of activity and how patients have benefited. It also illustrates, in company with the demographic report, which gives an insight into the CCG’s population how the CCG is working to address the health inequities within the Walsall area. In company with the CCG’s Equality Objectives and Equality action plan it supports the CCG in showcasing its compliance with the Public Sector Equality Duty.
The CCG set the following objectives in October 2018 for the next four years. Updates on progress will be published at appropriate points on this page.
Implementation of the Workforce Race Equality Standard (WRES) is a requirement for NHS commissioners and NHS provider organisations.
NHS Walsall CCG employs less than 150 members of staff, and therefore is not required to produce detailed staff profiles by protected characteristics. This protects the privacy of employees as any profiles of protected characteristics would allow individuals to be identified.
In fulfilling its legal duties, the CCG has committed to having due regard to the WRES, and will use it as a force for driving change, both as an employer and as a commissioner of services.
All of the CCG’s internal workforce policies have been developed in line with current legislative requirements, including the Equality Act 2010. These policies cover the recruitment, selection and appointment process as well as all aspects of working for the CCG.
For providers where the CCG are lead commissioners, a review of both the template submissions and the action plans will be undertaken to gain assurance that the health economy as a whole is committed to taking action.
In 2018, Walsall CCG commissioned a report into the most recent demography statistics for the area, in order to better understand any changes to population and population need. The below document presents an analysis of the local demography served by the NHS Walsall Clinical Commissioning Group (CCG). The population statistics presented here come from the Office for National Statistics latest figures.
The Modern Slavery Act 2015 has introduced changes in UK law focused on increasing transparency in supply chains, to ensure our supply chains are free from modern slavery (that is, slavery, servitude, forced and compulsory labour and human trafficking). As both a local leader in commissioning health care services for the population of Walsall and as an employer, NHS Walsall Clinical Commissioning Group (the CCG) provides the following statement in respect of its commitment to, and efforts in, preventing slavery and human trafficking practices in the supply chain and employment practices.