Equality, Diversity and Inclusion


Surrey Heartlands CCG is committed to:

  • Eliminating discrimination

  • Advancing equality of opportunity in respect of the services that we commission

  • Building a diverse and well-supported workforce


On this page



Equality is a legal principle to eliminate discrimination and promote equality of opportunity to people and groups. The Equality Act 2010 defines this protection based on protected characteristics. These are:

  1. Race
  2. Sex
  3. Gender
  4. Identity
  5. Age
  6. Sexual orientation
  7. Religion or belief
  8. Marriage and civil partnership
  9. Pregnancy and maternity

Diversity aims to recognise, respect and value people’s differences to enable them to contribute and realise their full potential by promoting an inclusive culture for all who work to take forward the vision of the CCG.


Our legal responsibilities

We have a duty to abide by the Equality Act 2010 which requires us to meet the Public Sector Equality Duty.

We’re fully committed to eliminating unlawful discrimination and promoting equality of opportunity. We do this in the way we commission healthcare services and by developing a diverse and well supported workforce, which reflects the population we serve. As a CCG, we are fully committed to:

  • Making sure that the health care services we commission are fully accessible and maximise health outcomes for all
  • Providing working environments that are free from discrimination and where there is equality of opportunity
  • Fostering good relations between people who share a protected characteristic and those who do not.

You can find out more about how we meet our legal responsibilities in our Annual Report.


Equality and Diversity Policy

Our commitments in relation to equality, diversity and inclusion are described in our Equality and Diversity Policy available via the Policies and Guidance page of this website (new one to be approved July 2020).


Quality and Equality Impact Assessments

We are committed to ensuring that commissioning decisions, business cases and any other significant plans and strategies are appropriately evaluated for their impact on both quality and equality. The CCG’s Quality and Equality Impact Assessment Policy (QEIA) (available via the Policies and Guidance page of this website) sets out the responsibilities, process and format to be followed by CCG staff undertaking a QEIA. The purpose of the assessment is to examine the extent to which existing or proposed services /policies/strategies may benefit different members of the community and, where appropriate, prompt the consideration of adjustments.

QEIAs enable us to consider how our proposals may impact upon our population, in particular people with different equality characteristics. QEIAs also prompt the consideration of how well our commissioning is helping to reduce health inequalities within our population. As the CCG embeds, we will publish QEIAs below.

folder Policy Quality and Equality Impact Assessments



Equality Statement

We have summarised our commitment to all aspects described above in our Equality Statement, which is positioned at the front of all our policies.


Accessible Information Standard

The Accessible Information Standard (AIS) is a regulation which applies to all organisations providing NHS or adult social care. As a CCG, we abide by the same principles. The aim of the AIS is to make sure that people who have a disability, impairment or sensory loss get information they can access and understand, and any communication support that they need. Here are a few examples of how the CCG works to meet the AIS:

All of the CCG’s publications can be made available in alternative formats for example in large print, braille, easy read or via email. This includes letters as well as reports and strategies. Please contact us to find out more.

  • We have installed ReciteMe™ software on the CCG’s website. This allows for translation of text, enlarging text and creating audio files from online content.
  • We have a dedicated SMS text number for people who prefer or who can only communicate using SMS: 07917 087 560.
  • We always ask for people to let us know what their access needs are when we hold a public meeting. We will make adjustments where needed e.g. through booking interpreters.
  • All our public-facing documents are printed in Ariel, minimum 12 font.
  • We aim to write our public-facing documents in Plain English.

If there are any further adjustments that you think we should be making, please do not hesitate to Contact Us.


Equality Objectives

As a new organisation, the CCG will carry out a baseline assessment to inform the work it needs to do to meet the objectives of the Equality Delivery System 2 Framework:

  • Better health outcomes for all
  • Improved patient access and experience
  • A representative and supported workforce
  • Inclusive leadership at all levels


Targeted equality objectives for 2020/21 are:

  1. Carry out a baseline Equality Delivery System (EDS2) assessment and identify key priorities for each ICP.
  2. Deliver an EDI Conference in autumn 2020 for the joint Surrey Heartlands workforce.
  3. Continue to support the routine complete of QEIAs across all service change programmes.


Inclusion Strategy

As a new organisation, the CCG is developing its Inclusion Strategy in partnership with key stakeholders. It will be published here.


NHS Workforce Race Equality Standard (WRES)

In 2014 the NHS Equality and Diversity Council announced it had agreed action to ensure employees from Black, Asian, and minority Ethnic (BAME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.

To support this action the WRES was developed and in April 2015 it was mandated through the NHS standard contract.

The WRES comprises nine indicators that enable organisations to demonstrate their progress in achieving race equality in the workplace.

To support our work, Surrey Heartlands has a workforce race equality expert who is helping shape our strategic plans and deliver actions. The CCG is collecting WRES data for the 2020 submission, which will inform our WRES action plan thereafter. This action plan will be published here.

The CCG is required to publish an annual WRES report that shows progress against the nine key indicators, which include access to career progression opportunities and receipt of fair treatment at work for staff from a Black, Asian and Minority Ethnic (BAME) background.

pdf NHS Surrey Heartlands CCG Workforce Race Equality Standard Report 2021 (328 KB)


BAME Forum

The Surrey Heartlands Clinical Commissioning Group Black, Asian and Minority Ethnic Forum (SH CCG BAME) was formed as a direct response to the feedback received from the Surrey Heartlands CCG listening events held for Black, Asian and Minority Ethnic staff, following the brutal and untimely death of George Floyd and the disproportionate effect of Covid-19 on the Black, Asian and Minority Ethnic population. The Forum provides a real opportunity to be a voice of positive change, start a dialogue to create a shared understanding about racism and its impact on all of us and implement measurable actions within Surrey Heartlands CCG to make a genuine transformational change.  

The ambitions of the Black, Asian and Minority Ethnic Forum are as follows:

  • Working collaboratively to share ideas and develop new initiatives that can be implemented into actionable changes and maintain an anti-racism approach across the Integrated Care System (ICS) with support from the senior Executive Team.
  • Acting as a safe and supportive space for Black, Asian and minority ethnic colleagues to share challenges, experiences and learning.
  • Offering support to Black, Asian and minority ethnic colleagues, who have either experienced or is experiencing isolation or discriminatory conditions within their work areas.
  • Promoting a culture that creates a more progressive experience within Surrey Heartlands CCG for colleagues from Black, Asian and minority ethnic groups.
  • Active participation in influencing the organisation’s actions to address inequalities highlighted by the NHS Workforce Race Equality Standard (WRES) report.
  • Ensuring colleagues from Black, Asian and minority ethnic backgrounds as a workforce are visible across Surrey Heartlands CCG.
  • To celebrate the achievements and accomplishments of individuals from Black, Asian and minority ethnic backgrounds both historical and present.

‘..If we don’t know our history, if we cannot trace the past into the present, we cannot explain current conditions in ways that are transformative rather than victim blaming.’
Dr. Robin DiAngelo, White Fragility, 2018


BAME Alliance

Surrey Heartlands CCG is an integral member of Surrey Heartlands Health and Care System. This is one of many emerging Integrated Care Systems. In recognition of racial discrimination and bias within the workplace and population a system-wide alliance has been established to play a critical role in tackling and challenging racial inequalities and to create a fair and inclusive workplace and community.

The BAME Alliance has senior accountable representation from each ICS organisation including the CCG.

The aims of the BAME Alliance are to:

  • Oversee the development of an overarching strategy for the ICS which is shared by partner organisations and addresses the health inequalities linked to race in our workplaces and communities
  • Improve the confidence of BAME staff and communities that race inequality is being addressed
  • Identify Workforce Race Equality Standards (WRES) challenges across Surrey Heartlands and opportunities to taken action which leads to improvements
  • Provide a collective voice to change racial bias and health inequalities linked to race in workforce and communities



Review Date: 2020-08-06
Review Due: 2021-02-02
Model Publication Scheme Class: Class 7: Policies and Procedures