Blackpool Clinical Commissioning Group (CCG) is committed to ensuring Equality and Inclusion is a priority when planning and commissioning healthcare services in our region.

As a commissioner of health services and an employer, Blackpool CCG is committed to Equality General Duty:

  • Eliminating discrimination, harassment and victimisation;
  • Advance equality of opportunity between people who share a protected characteristic and those who do not;
  • Foster good relations between people who share a relevant protected characteristic and those who do not

Blackpool CCG is working hard to ensure not only that its services are appropriate and accessible for all members of our community, but that no one is disadvantaged or discriminated against by the service we put in place.

In order to achieve the aims of the Equality General Duty described above, the CCG must demonstrate that it has a good understanding of the impact that policies, services and practice have on people with protected characteristics.  An important way for the organisation to achieve this is through the collection and analysis of equality information, including information of engagement with people from protected characteristics where relevant.

The protected characteristics protected by the Equality Act 2010 are:

  • Age
  • Disability
  • Sex (Gender)
  • Gender Reassignment
  • Sexual Orientation
  • Race
  • Religion and/or Belief
  • Pregnancy and Maternity
  • Marriage and Civil Partnership

For more information on the protected characteristics click here.

Equality and Inclusion Strategy

Our Equality and Inclusion (E&I) Strategy sets out our commitment to taking equality and inclusion into account in everything we do.  We recognise the importance of embedding equality principles and practices within the organisation which will support us in commissioning the right services for our local population.

Blackpool faces some of the most challenging economic and social conditions in terms of areas of deprivation, educational attainment, health inequalities and life expectancy.

As an organisation that buys health services on behalf of the local community we are working closely with local health providers, Blackpool Council, the Police, the Voluntary Sector and community forums to improve the health and wellbeing of the people of Blackpool.

As an employer we are aiming for a workforce that reflects the expertise and diversity of our local community to ensure the needs of the local population are met.

The overarching purposes of this strategy are to:

  • Explain our approach over the next four years (2017-21)
  • Set our equality objectives
  • Fulfil our legal duty

This strategy will be a flexible framework for our equality and inclusion activity which is an integral part of the way we do business.  The strategy aims to harness how we achieve better health outcomes, improve patient access and experience, and have a representative and supported workforce and inclusive leadership.

Equality and Inclusion Strategy

Our Equality Objectives

  • Better health outcomes
  • Improved patient access and experience
  • A represented and supported workforce
  • Inclusive leadership

Equality and Inclusion Annual Report

As a public authority, Blackpool CCG is required to publish equality information annually to demonstrate that we comply with the Public Sector Equality Duty.

Equality & Inclusion Annual Report 2015 16 Approved 3 May 2016

Equality Delivery System (EDS)

The Equality Delivery System is a national toolkit that supports us to provide better working practices and environments, free of discrimination.

It helps us understand how well we are responding to the equality issues that matter most to patients and staff.  It also tracks our performance against national benchmarks, including the CCG Assurance Framework.

BP CCG EDS Report 2017_18

Equality Delivery System guidance

 Workforce Race Equality Standard (WRES)

NHS England introduced the Workforce Race Equality Standard (WRES) in 2015. The WRES requires NHS organisations to demonstrate progress against a number of indicators of workforce equality.  The WRES will ensure that all healthcare staff are treated fairly and with respect.  Implementation of the WRES is a requirement on both NHS Commissioners and NHS Provider organisations.  The WRES is included in the NHS Standard Contract and in the CCG Assurance Framework.

Further information can be found here on the NHS England WRES webpage.