Nationally, all organisations with over 250 staff are mandated to quantify and publish their gender pay gap. The CCGs have agreed to act collectively and publish this, even though individually most CCGs fall below this threshold, as part of our commitment to inclusion.
Our gender pay gap analysis identifies a differential of 21% in favour of our male staff. Whilst overall the workforce is 73% female, the proportion of men increases at more senior levels.
There is more, therefore, that we are committed to doing to provide equitable opportunities for women to progress, including:
- The roll out of agile working, enabling more flexible working solutions for women who are parents and/or carers to keep them in the workforce and enable career progression;
- Addressing the values and behaviours both within and outside of the organisation which are perceived to act as a barrier and put women off progressing to more senior roles; and
- Establishing a women’s network across the Sussex Health and Care Partnership area. This will be launched via a conference and a programme of events and support will be co-designed with women from each of the constituent organisations.
Staff Equality Network
The Sussex and East Surrey Staff Equality Network (SEN) provides an opportunity for staff who have a specific interest in equality and diversity issues to get together and provides a conduit to feed their views back to the CCGs’ executive teams and governing bodies.
We have staff ambassadors who have taken on formal roles to represent and champion each of the protected characteristics, plus other important characteristics such as ‘carers’ and ‘mental health’, providing a safe and supportive opportunity for staff to discuss their experiences, either privately with one of our chairs or ambassadors, or at a SEN meeting.
Black and Minority Ethnic Network
A BAME network has been launched to represent Sussex CCGs staff who are from a Black, Asian and Minority background. Network members ensure that they have a voice in the completion and execution of the Workforce Race Equality Standard (WRES) survey action plan, as well as supporting other BAME staff in the organisation. The network’s aims include creating a safe learning environment for members, improving the confidence and influence of BAME staff in the workplace, increasing the representation of BAME staff and identifying opportunities to tackle racial bias in the workplace.
Disability Confident Employer
All Sussex CCGs are part of the Disability Confident Scheme. We have now been awarded level II, and this is a commitment to:
- Ensure our recruitment process is inclusive and accessible;
- Communicate and promote vacancies;
- Offer an interview to disabled people;
- Anticipate and provide reasonable adjustments as required;
- Support any existing employee who acquires a disability or long-term health condition, enabling them to stay in work;
- Undertake at least one activity that will make a difference for disabled people.
The Disability Confident Scheme is a voluntary government scheme, which supersedes the positive about disability ‘Two Ticks Scheme’. It helps us:
- Attract people from the widest possible pool of talent
- Retain existing employees with long term disabilities
- Positively change behaviours, attitudes and culture
LGBT+ Network and Stonewall
We have been working hard to create a more inclusive environment for all staff through a variety of projects. In September, the LGBT+ Staff Network completed the Stonewall Workplace Equality Index submission to benchmark our organisation on ten areas of employment policy and practice for LGBT+ inclusion.
We will receive our scores in January 2020 to determine what we’re doing well, where we need to focus our efforts, and how our organisation performed in comparison with the sector and region. Such feedback from Stonewall will be a fantastic opportunity and first step towards creating a more inclusive workforce to the benefit of all staff and service users.
The self-examination process has already provided impetus to positive change as we are now in the early stages of producing our first ‘Transitioning in the Workplace Policy’, as well as helping to integrate inclusive terminology on monitoring forms and electronic staff records.