1. Equality and Diversity Council
Equality Delivery System – Design and Engagement

2. 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

3. 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

4. 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

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

6. 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.

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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.

13. 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