Equality in the workplace
At our last Public Board meeting a member of the audience highlighted that there was a distinct lack of people in senior positions within the NHS from Black and Minority Ethnic (BME) communities.
The point he made resonated with me as we recognise there is under-representation at a strategic and senior management level in the CCG.
Bolton is a diverse and vibrant town with a mixture of different communities, and we are proud to say that the CCG workforce is representative of the locality we provide services for.
However, when you scrutinise the top-level positions there is more that can be done to encourage BME applicants.
Nationally, the Workforce Race Equality Standard (WRES) aims to ensure employees from BME backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
Very soon we will be publishing our annual Equality Report which looks in more detail at our local population and the health challenges that we face as a locality.
The report also sets out our commitment to promote equality – both inside and outside of the CCG - and how we address health inequalities.
We also set out our responsibility to the Equality Act 2010, which is the legal framework that public bodies must adhere to.
We are keen to promote the NHS and CCG as an employer, and ensure that people with different religious and ethnic backgrounds are encouraged to apply for strategic roles, and that all opportunities are widely and appropriately made available to them.
We aim to make our employment processes open and transparent and ensure people from diverse communities feel confident they will be treated fairly.
Internally, we have also taken steps to raise awareness among staff through training and our Board have committed to fully understand the issues.
The CCG is committed to encourage equal access to all.