We are committed to commissioning (designing and buying) health and care services that respect and respond to the diversity of our local population.
We want to provide equal access and treatment for everyone using local healthcare services, and not to discriminate on any basis. This is about:
- fairness
- reducing health inequalities
- increasing the health and wellbeing of our population.
We are equally committed to attracting and developing a diverse workforce that properly reflects the communities we serve.
We are working to embed equality, diversity and inclusivity into our plans, processes, employment practices and commissioning of services. This includes supporting all organisations who deliver healthcare services to maximise equality and to tackle inequity and barriers for patients.
Equality Act 2010 and Public Sector Equality Duty
Our legal responsibilities are set out in the Equality Act 2010. We work closely with local people, patients, providers, staff and voluntary organisations to help further equality and eliminate any discrimination within our services and working environments.
The Public Sector Equality Duty provides the framework for our equality and diversity work.
One of the requirements of the Public Sector Equality Duty is we publish information on our workforce broken down by equality group.
View the latest Workforce Equality Data Report 2023.
Equality strategy and action plan
The ICB has developed an equality strategy and action plan. The strategy and action plan is shaped by the findings of the range of equality data and information we are required to publish, some of which are covered below
Equality Delivery System
The Equality Delivery System (EDS) helps NHS organisations to:
- understand and fulfil their equality and diversity duties
- deliver better outcomes for patients and communities
- create better working environments for staff.
View the Hertfordshire and West Essex ICB Equality Delivery System Report 2024.
Workforce Race Equality Standard
The Workforce Race Equality Standard (WRES) makes sure Black and Minority Ethnic (BME) staff are treated fairly, and their talents are valued and developed. All NHS organisations, including Integrated Care Boards and healthcare providers, must use the WRES to measure the experiences in the workforce of minority ethnic colleagues. The ICB has developed a Workforce Race Equality Standard Action Plan.
Gender Pay Gap reporting
The ICB will be required to publish gender pay gap information next year (2024). Find further information on Gender pay gap reporting: guidance for employers on the GOV.UK website.
You can also search and compare gender pay gap data for relevant employers.
We have developed the Workforce Race Equality Standard (WRES) as a tool to measure the experiences in the workforce of minority ethnic colleagues.