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Maqsood Ahmad Director for Equalities and Inclusion NHS Midlands and East

Learn about the Equality Delivery System (EDS), a framework commissioned by the Equality and Diversity Council to promote equality, eliminate discrimination, and reduce health inequalities in the NHS. Discover how organizations analyze and grade their equality performance, with positive outcomes and impacts seen in engagement, prioritization, and evidence-based approaches. Explore the next steps, including tailoring the EDS and supporting CCGs and commissioners.

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Maqsood Ahmad Director for Equalities and Inclusion NHS Midlands and East

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  1. Maqsood AhmadDirector for Equalities and InclusionNHS Midlands and East Improving Equality and Reducing Health Inequalities in Practice via Equality Delivery System

  2. Equality Delivery System (EDS)Introduction • Commissioned by Equality and Diversity Council (EDC) • EDC Formed in 2009. • Membership: NHS Chief Executives, DH and Vol. Sector. • Reports to NHS Management Board • Chaired by Sir David Nicholson • Vision: • deliver fair and personalised services • promote workplaces free from discrimination and • foster continuous improvement 1 3 January, 2020

  3. Introduction: Equalities and Inequalities • Only 17% of women with a Learning disability take up breast screening compared with 76% of the general population • Gypsies and travellers have worst health status of any disadvantaged group – often due to poor engagement from health services • 44% of Bangladeshi men smoke compared with 27% of the general population. • South Asian people are 50% more likely to die from coronary heart disease than the general population

  4. Introduction: Equalities and Inequalities • Men are 16% more likely to develop cancer and almost 40% more likely to die from cancer • 4X higher – Missed NHS appointments by deaf or hearing impaired patients (19% more than 5 appointments) because of poor communication • 28X lower - Cervical screening uptake for women with learning disabilities living at home

  5. The NHS EDS will help to: • Public Sector Equality Duty (PSED): • Eliminate unlawful discrimination • Advance equality of opportunity • Foster good relations • Specific Duties of the PSED: • Information on compliance • Set and Publish Equality Objectives • Provide a better service to diverse patients, carers and local interest groups. • Support and develop our staff and leadership • Tackle health inequalities • Meet the NHS Equality & legal commitments

  6. NHSCB, CCGs, DH and NHS organsiations duties to: • Promote the NHS Constitution • Improve quality of service • Promote involvement of each patient and patient choice • Promote innovation and integration • Reduce inequalities • Involve and consult members of the public

  7. EDS - Analysis With local interests, organisations analyse and grade their equality performance against 18 EDS outcomes grouped into 4 EDS goals: Better health outcomes for all 1 Improved patient access and experience 2 Empowered, engaged & well- supported staff 3 Inclusive leadership at all levels 4 Account is taken of the FREDA principles that support the Human Rights Act 1998

  8. EDS grades - overview For each outcome, one of four grades can be chosen, and related to a RAG rating: Excelling - Purple Achieving - Green Developing - Amber Undeveloped - Red Protected Groups: All (9) Most (6 to 8) Some (3 to 5) Few (1 or 2) None (0) Very good outcomes, evidence fully used, local interests fully engaged & equality part of mainstream business Poor outcomes, evidence not used, local interests not engaged & equality not part of mainstream processes

  9. EDS – Positive Outcomes and Impact • Recent Independent evaluation (S.I) has shown many initial positive impact of the EDS including: • Improving engagement mechanisms, prioritisation of equality issues, identifying gaps in equality data and better partnership working around equality and engagement. • Changes in perceptions and behaviourwithin NHS organisations, the most notable being raising the priority of equality work with senior leaders. • increased awareness and commitmentof equality across organisations, including equality in the workforce and evidence of the EDS helping to change attitudes and behaviours of staff around equality.

  10. EDS – Positive Outcomes • Outcomes and Impact of EDS: Cases Studies • EDS helped to employ people from learning disabilities (South Devon NHS Healthcare Foundation Trust). • Effective engagement - set equality objectives through better engagement of users and staff (West Midlands Ambulance Service) • Improved evidence to tackle health inequalities faced by those with protected characteristics, helped to focus on services to excluded groups (trans people) and provided meaningful partnership with Trusts and local groups (NHS Airedale, Bradford and Leeds)

  11. Next Steps • A Tailored EDS? – Evaluation has shown that EDS has been well-received by NHS organisations and local interest groups but need to explore the possibility of the EDS being tailored to different types of trusts (including mental health trusts and CCGs). • Support for CCGs and commissioners– work with CCG members to see how we could support them in implementing the EDS. • Continue EDS support and sharing practice – a significant demand for sharing EDS practice across organisations has been very well received to date (peer to peer support, training/earning days and sharing good practice conferences). Trusts have stated that they would continue to benefit from more of this type of learning and support.

  12. EDS - Publications www.eastmidlands.nhs.uk/eds www.dh.gov.uk 11 3 January, 2020

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