Equality and Diversity Council Equality Delivery System – Design and Engagement

Equality and Diversity Council - background The Equality and Diversity Council was formed in 2009 with representatives from DH, NHS and other interests It is chaired by David Nicholson and reports to the NHS Management Board Its supports the NHS to deliver services that are personal, fair and diverse and to promote continuous improvement Major EDC products under development are : Equality Act Guidance The Equality Delivery System

Equality Delivery System – purpose and scope Its purpose is to drive up the equality performance of the NHS and embed equality into mainstream NHS business It applies to NHS commissioners and NHS providers Unique selling points : It helps the NHS to deliver on the Equality Act It helps the NHS to deliver positive outcomes in line with the White Paper and Government priorities It helps the NHS to meet CQC registration requirements The timing of EDS implementation will ensure that equality is be built into the new NHS

Equality Delivery System – governance EDS developments are led by Tim Rideout, EDC member and Chief Executive of NHS Leicester City. He reports to Clare Chapman, D-G Workforce at DH He is supported by Peter Hall and Ray Warburton of the NHS Equality Team at DH An EDS Working Group, with members from the NHS, NHSE & CQC, works on general and specific aspects The EDS draws on NHS North West’s Equality Performance Improvement Toolkit (EPIT), which is running in that region involving over 60 organisations. It relates to the local government equality standard

Equality Delivery System – timeline Summer 2010 - Design and engagement phase October 2010 - Full proposals endorsed by EDC and NHS Management Board November 2010 – Formal consultation, with IA and EqIA Early 2011 - Early adopters, including those willing to take part in the evaluation, are identified April 2011 – Launched on voluntary basis; evaluation begins April 2012 - EDS implemented From 2012/13 – EDS reviewed and NHS Commissioning Board considers next steps

Equality Delivery System – process Organisations develop 4-year Equality Strategies based on assessments against EDS outcomes Strategic priorities are identified Organisations develop Annual Improvement Plans to focus on most urgent priorities. First Annual Improvement Plans are prepared for April 2012. They work with local interests, including LINks / Health Watch, on assessments, strategies, priorities and plans Final plans are sent to LINks / Health Watch, LA Overview & Scrutiny Committees and Health & Wellbeing Boards.

Equality Delivery System – Equality Strategies Assessment of performance against outcomes for all equality target groups and socio-economic status Priorities over the 4 years, with reference to public sector and other duties and to equality target groups How progress will be phased with milestones, and how continuous improvement will be maintained The link to corporate goals The grades to be achieved over the 4 years Local interests engaged and results Sources of evidence

Equality Delivery System – Annual Improvement Plans Assessment of performance against outcomes for all equality target groups and socio-economic status Priorities for the year, with reference to public sector and other duties and to equality target groups How progress supports the Equality Strategy, continuous improvement and mainstream business The link to corporate goals The grades to be achieved in the year Local interests engaged and results Sources of evidence

Equality Delivery System – assessments Organisations assess their equality performance against 13 outcomes grouped into 5 goals : Better health outcomes for all Improved patient access and experience Beyond Compliance Workforce – the NHS as a fair employer Inclusive leadership at all levels

Equality Delivery System – examples of outcomes for patients and communities 1.3 Patient safety outcomes are demonstrating measurable increases across all equality target groups, with the active participation of staff and managers engaging with patient groups and involving local communities 2.3 Patients report positive experiences of the NHS, where they are listened to and respected, and the services they receive are safe, effective and personalised to their specific needs

Equality Delivery System – examples of outcomes for compliance, staff and leadership 3.2 Equality data and other evidence are used so that all outcomes are measurable, and the impacts of policies, services and functions can be identified and evaluated for all groups 4.1 A diverse workforce more accurately reflects the local population, at all levels including board level 5.1 Corporate leadership champions and assures equality outcomes within the organisation and the local health economy

Equality Delivery System – grades For each outcome, one of four grades can be chosen, and related to a RAG rating : Undeveloped = Red Developing = Amber Achieving = Green Excellent = Gold star Continuous improvement is prompted by the grades “Undeveloped” must be used when evidence is not available, and/or local interests have not been engaged “Excellent” is only achieved with evidence of full partnership working and innovation.

Equality Delivery System – accountability Organisations publish their strategies, plans and grades on their websites and refer to them in annual reports LINks / Health Watch send final plans to NHS Commissioning Board and CQC for appropriate action [to be confirmed] NHS Commissioning Board publishes the grades of all organisations, in the form of a RAG rating Ultimately the NHS Commissioning Board should accept responsibility for systemic equality failures in the NHS Ministers remain accountable to Parliament