Equality, Diversity and Inclusion

The Sussex Clinical Commissioning Groups (CCGs) are committed to:

  • Eliminating unlawful discrimination
  • Promoting equality of opportunity in respect to the way we commission healthcare services
  • Developing a diverse and well supported workforce which reflects the population we serve

Equality and diversity is central to our values, processes and behaviours.

Our responsibilities

We have a responsibility under the Equality Act 2010, which requires us to meet our Public Sector Equality Duty across the range of protected characteristics of age, sex, disability, race and ethnicity, sexual orientation, religion/belief, gender reassignment and pregnancy/maternity status.

Under the terms of this duty, we must:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited under the Act
  • Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
  • Foster good relations between persons who share a relevant protected characteristic and persons who do not share it

This duty applies to the services we provide, and to our role as a commissioner of other services.

You can find information on how we fulfill this duty in our annual report. 

Our equality and diversity policy

Our latest equality and diversity policy  is available to download.

Equality and Health Inequality Impact Assessments (EHIA)

As part of the Sussex Clinical Commissioning Groups’ (CCGs) commitment to embedding equality, diversity and inclusion in everything we do, we are improving the way in which we undertake and publish Equality and Health Inequality Impact Assessments (EHIAs).

EHIAs are a useful tool to help us consider our plans and decisions in relation to our responsibilities under the Equality Act 2010 and Health and Social Care Act 2012 (s.14Z1 – duty to tackle health inequalities). The process is critical before introducing new or different approaches to care or services, or implementing changes. The assessment helps us to understand how our decisions may affect people; what we need to do to better meet people's needs; and to think clearly about how what we are planning may impact on all communities or groups, including our CCG staff. It also provides us with an opportunity to consider how we can further promote equality, diversity, inclusion and human rights in everything that we do. The assessment is not static, and can be updated several times during a piece of work.

We aim to make available EHIAs so that we are fully transparent in our decision-making and welcome feedback to improve our knowledge, approach and application going forward.

You can view a list of completed EHIAs by year below. If you are seeking a particular EHIA please contact our Equality and Diversity team on sxccg.ehia@nhs.net

  • Local resolution
  • BHCC care matching
  • LUTS
  • OPOF programme
  • Princess Royal Hospital UTC
  • Urgent Treatment Centre at RSCH
  • Lewes UTC
  • Lewes MIU decant
  • DAC – Possability People
  • Dispute Resolution Policy
  • Brighton and Hove Primary Care ECG Locally Commissioned Service
  • HWLH Primary Care PSA Monitoring Locally
  • HWLH Primary Care ECG Locally Commissioned Service
  • Ear Irrigation LCS for Brighton and Hove
  • Ear Irrigation LCS for HWLH
  • Age UK Crisis Service – continuation of service
  • Age UK Crisis Service – review of service
  • Age UK nail cutting – continuation of service
  • Age UK nail cutting – review of service
  • Link Back – continuation of service
  • Link Back – review of service
  • Brighton and Hove CCG Diabetes Prevention Primary Care Locally Commissioned Service
  • Brighton and Hove Ring Pessary Management LCS
  • Proposed merger of Matlock Surgery and Beaconsfield Medical Practice
  • Organisational change
  • Family leave
  • Work life balance
  • High Intensity User Service
  • Extended Access Service
  • Telehealth in Care and Nursing Homes - Staff
  • IAPT wellbeing 1
  • Brighton and Hove CCG Micro-suction Primary Care Locally Commissioned Service
  • Primary Care serious mental illness physical health assessment LCS
  • Urgent Treatment Centres in Eastbourne and Hastings[EH(H&RC1]


The NHS nationally

You may also find the following information about equality, diversity and inequalities from across the wider NHS useful:

Further reading

  • Government Equality office - responsible for equality strategy and legislation across government.  It leads on issues relating to women, sexual orientation and transgender equality
  • Equality and Human Rights Commission (EHRC) monitors human rights, protecting equality across nine grounds - age, disability, gender, race, religion and belief, pregnancy and maternity, marriage and civil partnership, sexual orientation and gender reassignment
  • Public Health Outcomes Framework sets out a vision for public health, that is to Improve and protect the nation's health, and improve the health of  the poorest fastest

Our equality and diversity objectives are formed of four sections:

  1. Better health outcomes for all
  2. Improved patient access and experience
  3. A representative and supported workforce
  4. Inclusive leadership at all levels

We currently use the Equality and Delivery System 2 (known as EDS2) to monitor our objectives.

This is a process of reviewing local information about the population we serve, looking closely at our performance and what we are doing to provide equal opportunities, and – importantly - asking our stakeholders to grade us. Summaries of our EDS2 objectives for two of our priority areas are available to download below:

You can see more detail and recommendations in our EDS2 Action Plan.

Inclusion strategy

Our inclusion strategy outlines our 2019-22 plans to eliminate discrimination, reduce inequalities, foster good relations between people of differing groups, and improve health outcomes for all who live and work in the region.

Workforce Race Equality Standard (WRES)

All NHS organisations are required to demonstrate how they are addressing race equality issues in a range of staffing areas. The Workforce Race Equality Standard (WRES) helps organisations achieve this using a nine point metric.

Workforce Disability Equality Standard (WDES)

The Workforce Disability Equality Standard (WDES) is a set of ten measures that enable NHS organisations to compare the experiences of disabled and non-disabled staff. This information will then be used to develop a local action plan, and enable them to demonstrate progress against the indicators of disability equality 

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.