The Equality Act 2010 brings together a raft of protections against discrimination and duties for public bodies in a single Act.

The CCG recognise our duties within the Equality Act to:

• Elimination of all unlawful discrimination- including harassment and victimisation and any other conduct prohibited by the act.
• Advancing equality of opportunity- between people who share a protected characteristic and people who do not share it.
• Fostering good relations- between people who share a protected characteristic and people who do not share it.

Having due regard means considering the above in all the decision making, including:

• How the organisation acts as an employer
• Developing, reviewing and evaluating policies
• Designing, delivering and reviewing services
• Procuring and commissioning
• Providing equitable access to services.

Definitions

Equality is ensuring individuals or groups of individuals are treated fairly and equally and no less favourably, specific to their needs.

Diversity aims to recognise, respect and value people’s differences to contribute and realise their full potential by promoting an inclusive culture for all.

Discrimination is defined in the Equality Act 2010 as less favourable treatment because of a protected characteristic.

Protected characteristic is a term used in the Equality Act 2010 to describe who is protected by the Act. The protected characteristics defined by the Equality Act are: age, sex, race (including ethnicity and nationality), disability, sexual orientation, religion or belief, gender reassignment, pregnancy and maternity and marriage or civil partnership.

The Equality and Human Rights Commission (EHRC) provides definitions for each protected characteristic

Equality Objectives 2021 and implementation

Hull CCG reviewed its equality objectives in 2021.

These objectives are:

• To be an employer with a well supported workforce and Board that represents our population
• To work, alongside partners, to tackle health inequalities with the aim of better health outcomes for all
• To demonstrate leadership on equality and inclusion through collaboration
• To ensure that our governance and decision making pays due regard to equalities
• To ensure that all our diverse communities are able to have their voices heard and their views are taken into account in our decision making

We have a regularly reviewed action plan to ensure that we are making progress against these objectives. This is reported to our Quality and Performance Committee throughout the year, and annually to the Board. You can find out more about how we are meeting these objectives in our latest Equality Information Report  which was published in March 2021.

Previous reports are also published here:

Equality Information Report 2020-2021

Equality Information Report 2019-2020

Equality Information Annual Update Report  - March 2018

Equality and Diversity summary report from January 2016 Board

Our previous equality objectives are available here:  Final Objectives - March 2016

We have both an executive lead for equality, Sue Lee, Associate Director of Communications and Engagement and a Board member lead, Jason Stamp: Lay Member for Patient and Public Involvement.

See our committees and boards here.

See our board members here.