1 Embedding Equality into Commissioning Summary of Event and Feedback

2 Commissioning for Equality Event  Organisers -Equality and Diversity Leads for Birmingham and Solihull NHS Cluster and Black Country NHS Cluster  Purpose: the event was designed to help CCGs prepare for authorisation, and help CCGs explore the equality agenda.  Event was aimed at: CCG Board members and staff supporting CCGs in authorisation.

3 The event provided delegates:  An opportunity to work on the key components of an equality strategy;  An understanding of the breadth of the equalities agenda and its link into provision of quality services;  Information on the requirement of meeting the statutory equality duties;  Guidance on using the Equality Delivery System to embed equality in quality outcomes.

4 Who Attended?: CCG’s represented:  Birmingham Crosscity, Birmingham South Central, Northeast Birmingham, Solihull, Walsall, Dudley and Sandwell and West Birmingham CCGs as well as  Patient and public involvement staff from the Birmingham and Solihull NHS Cluster.

5 Key messages from speakers/presenters  Salma Ali -opened the event by setting the scene and encouraging CCGs to embed equalities into the fabric of all they do rather than go for legal compliance only; she talked about the opportunities created by a new system where local organisations, delivering locally and able to utilise the richness of knowledge that GPs can contribute.  Dr Jim McManus – the first speaker providing the link between health inequalities and equalities. He identified that the utilisation of the Public Health function and the knowledge contained within was critical in demonstrating high performance in equalities.

6 Key messages from speakers/presenters  Karen Middlemas – the second speaker provided an overview of authorisation criteria and identified the key documents which provided CCGs with the opportunity to embed equalities into their plans and priorities. Her key message was about embedding equality so that we move away from a tick box approach ensuring that when the target is hit that the point isn’t missed.  Balraj Rai – the final speaker spoke about using EDS to deliver the equality duties. Key messages were about moving equalities from being transactional to transformational, identifying EDS as being the tool to aid this move and how EDS is about providing the evidence that quality, effective outcomes are being achieved.

7 Interactive Workshops Workshop 1 : Commissioning based on equality using patient experience and engagement to drive equality.  Better health outcomes for all when decisions and activities are based on comprehensive evidence of needs and results.  Improve patient access and experience, through the delivery of right services that are targeted, useful, usable and used in order to improve patient experience.

8 Interactive Workshops (cont’d) Workshop 2 : Organisational equality and leadership.  Empowered, engaged and well supported staff leads to improve responses to patients and community’s needs.  Inclusive leadership at all levels, ensuring that equality is everyone’s business.

9 Workshop 1 – flipchart feedback  Design:  Education – being aware  Access to Centres of Excellence – Roll out  model of care – (learn from these)  Learn from 3 rd Sector  Mechanisms for capturing information  Procurement/Commissioning/Monitoring:  Specification and pathway – get it right! &  have an inclusive model  Focus on needs (protected characteristics)  Use of contractual levers  Eliminate ‘post-code’ lottery

10 Workshop 2 – flipchart feedback  Vision & Values:  Based on “real” data – evidence based (this should guide and shape us)  Evidence collected is ‘robust’ – meaningful  Make anecdotal evidence ‘scientific’  Breakdown evidence to give accurate description of areas rather than broad brushstrokes.  E&D as “golden thread” of CCG plans  An opportunity to challenge about where and how E&D is embedded  Vision and priority for CCG should be about challenging assumption  Using opportunity to look at inclusive leadership/ reflection of protected characteristics/ area demographics.  Understanding ‘culture’ to support staff  CCGs will be smaller organisations – lead by example; staff development; ensuring part of organisational culture – HOW do we communicate these messages?  Opportunities in recruitment Use the E&D competency framework – HOW?

11 If you require further Information or full presentation slides please contact: Mohammed Ramzan Equality and Diversity Manager NHS Solihull CCG