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Our Derby and Derbyshire
The infographic above is taken from the Joined up Care Derbyshire Derby and Derbyshire Integrated Care Strategy. The purpose of the Derby and Derbyshire Integrated Care Strategy 2023 is to set out how Local Authority, NHS, Healthwatch, and voluntary, community and social enterprise (VCSE) sector organisations will work together to improve the health of Derby and Derbyshire citizens and further the transformative change needed to tackle system-level health and care challenges.
You can find the full document here:
Why do we ask questions about your demographics (background) and what it is used for?
Equality information
To ensure we understand and our communities we need access to data. Information about who uses our services is available from service providers and information about our communities is available from Public Health and other sources. This information helps us to design services and know who is accessing services.
Any information that we access has to comply with our Privacy Notices
Using information about who uses services
From the information we can access we can work out who is not accessing services as we would expect by comparing expected service level data with community information.
For example, we know that If you’re South Asian, your risk of Type 2 diabetes increases from the age of 25 years. This is much younger than people from other ethnic backgrounds, such as White European where the risk increases from 40 (source: https://www.diabetes.org.uk/node/12895). Therefore, we should expect more younger people from South Asian communities to be accessing services.
Ensuring services meet the requirements of those who need them
In addition to understanding who is using services, we need to make sure we give everyone an opportunity to have their voice heard in feedback on services. By asking for Equality information from people responding to surveys and other engagement work we can use this information to understand where we need to target further engagement work. We can also anonymously understand where things are working well for different protected characteristic groups or need to be improved.
Service change and Equality Impact Assessments
It is important to understand the impact of service changes or developments on those who do and could use services. Part of our service change process is to undertake a Quality and Equality Impact assessment. You can find more information about the process and the tool we use here: *add website link*
Equality Analysis
Having undertaken an Equality Impact assessment this is then used for further work that is called Equality Analysis. This is the act of understanding the information from the Impact assessment and goes beyond just recognising real or perceived inequality. This analysis seeks to understand how inequalities can affect an individual or a group of people. It may need additional and targeted engagement work.
This Equality Analysis is included in a variety of reports and supports our service change decisions.
The Public Sector Equality Duty
The public sector equality duty consists of a general equality duty, which is set out in section 149 of the Equality Act 2010. This general equality duty came into force on 5 April 2011.
In summary, those subject to the equality duty must, in the exercise of their functions, have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
- Advance equality of opportunity between people who share a protected characteristic and those who do not
- Foster good relations between people who share a protected characteristic and those who do not
The Act helpfully explains that having due regard for advancing equality involves:
- Removing or minimising disadvantages suffered by people due to their protected characteristics
- Taking steps to meet the needs of people from protected groups where these are different from the needs of other people
- Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low
Due regard (Equality Analysis) is an ongoing proactive process which requires the use of information about the effect our decisions are likely to have on local communities, service users and employees, particularly those who are most vulnerable or at risk or disadvantage.
The duty covers the following nine protected characteristics for public sector organisations:
- Age
- Disability
- Gender Reassignment
- Pregnancy and Maternity
- Race
- Religion or Belief
- Sex
- Sexual Orientation
- Marriage or Civil Partnership
Whilst they are not a recognised as a legal protected characteristic, the needs of the Armed Forces and Veterans as well as those identified as having a level of social deprivation (these factors include mental illness, poverty, poor education and low socioeconomic status) should be considered.
Derby and Derbyshire Integrated Care Board is committed to meeting the Public Sector Equality Duty and will do this in a number of ways including:
- Ensuring all staff understand their duties around Equality and this will be included in all staff job descriptions
- Reporting progress through the EDS2 (now EDS2022) template every year
- Developing Equality Objectives and reporting progress against delivery
- Ensuring that Equality is considered at every decision making committee through robust cover sheets ensuring that the considerations are highlighted
- Ensuring Due Regard is taken in all decision making through an Equality Impact Assessment
- Supporting staff to understand Equality and how to complete an EIA through one to one and group discussion sessions
- Linking Equality and Quality impacts through a joint panel approval process
- Ensuring all decisions include a reasonable adjustment statement as there is an understanding that there are always exceptions
As an authorised public sector organisation we are required by the Equality Act 2010 and Human Rights Act 1998 to work in ways that ensure equality and inclusion is embedded into all of our functions.
It is the intention of the Integrated Care Board to eliminate unfair and unlawful discriminatory practices in line with current equality and Human Rights legislation.
There are a number of duties which the Integrated Care Board must address:
Specific Duties
The Integrated Care Board must prepare and publish one or more equality objectives it thinks it should achieve to support the Public Sector Equality Duty (detailed above). The objectives must be published not later than 31 March and at intervals of not greater than four years. Each objective must be specific and measurable.
The Integrated Care Board must publish information, not later than 28 February each year, to demonstrate compliance with the Public Sector Equality Duty which is done through the EDS2022 template. The information published must relate to persons who share a relevant protected characteristic who are:
- Its employees (only when employing 150 people or more)
- Other persons affected by its policies and practices
NHS Derby and Derbyshire Integrated Care Board became an authorised public sector organisation on 1 July 2022, in line with the reorganisation of the NHS brought about by the Health and Social Care Act 2022.
The level of detail to the information that is currently available to demonstrate how the Integrated Care Board is complying with the Public Sector Equality Duty (PSED) continues to be improved.
In meeting the duty to publish information the Integrated Care Board has collected the following evidence which should provide an understanding of how the CCG is approaching equality and inclusion in its activities.
Equality Objectives
As part of illustrating meeting the Public Sector Equality Duty the Integrated Care Board sets and reports on Equality Objectives. Further information can be found in the Derby and Derbyshire ICB Equality objectives 22- 24
The Integrated Care Board has worked with system partners in implementing the NHS EDS2022 reporting framework to support it in meeting the requirements of the PSED.
The Equality Delivery System (EDS)
Equality Delivery System (EDS) 2023-2024
The Equality Delivery System (EDS) is a system that helps NHS organisations improve the services they provide for their local communities and provide better working environments, free of discrimination, for those who work in the NHS, while meeting the requirements of the Equality Act 2010. The EDS was developed by the NHS, for the NHS, taking inspiration from existing work and good practice. It was launched in 2011 with an updated version (EDS2 launched in 2013)
Background to the EDS
The EDS was first launched for the NHS in November 2011. In November 2012, Shared Intelligence published their report ‘’ which looked at how the EDS had been adopted across NHS organisations. Based on this evaluation and subsequent engagement with the NHS and key stakeholders, a refreshed EDS – – was made available in November 2013.
A review of the EDS2 was undertaken to incorporate system changes and take account of the new system architecture for Integrated Care Systems. Through collaboration and co-production and taking into account the impact of COVID-19, the EDS has been updated and EDS 2022 was live tested during 2022/23.
The main purpose of the EDS was, and remains, to help local NHS systems and organisations, in discussion with local partners and local populations, review and improve their performance for people with characteristics protected by the Equality Act 2010. By using the EDS 2022, NHS organisations can also be helped to deliver on the Public Sector Equality Duty.
EDS 2022 is aligned to NHS England’s and its commitment to an inclusive NHS that is fair and accessible to all.
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The reports including the scoring are available through the links below.
Chesterfield Royal NHS Foundation Trust
Derbyshire Community Health Services NHS Foundation Trust
Derbyshire Healthcare NHS Foundation Trust
University Hospitals of Derby and Burton NHS Foundation Trust
Full scores from the event are available here
