Skip to the content

Equality and diversity

NHS Great Yarmouth and Waveney CCG have a duty to remove discrimination and promote equality across all of its functions, including the delivery of services and the CCG’s employment practices. As part of this duty, NHS Great Yarmouth and Waveney CCG are required to develop equality schemes – documents that outline what actions we will take to ensure that individuals, communities and staff are treated equitably.

A member of the Governing Body has the responsibility to champion equality and diversity as part of the decision making the process.

Equality Delivery System (EDS)

The Equality Delivery System (EDS) was formally launched in November 2011.

The main purpose of the EDS is to help NHS organisations improve how they look after the interests of patients, staff and members of the public who have characteristics protected by the Equality Act 2010. By using the EDS, NHS organisations can also be helped to deliver on the public sector Equality Duty (PSED). For more information on the EDS please click here


The Equality Act 2010 brings together all previous equality legalisation into one single Act simplifying the law and strengthening it in important ways to help tackle discrimination and inequality. The Act, which came into force in April 2011, includes a new publish sector equality duty replacing the separate duties relating to race, disability and gender equality.

Accessible information

The Accessible Information Standard aims to make sure that people have access to information that they can understand and any communication support they might need. All organisations that provide NHS or adult social care must follow the Accessible Information Standard by law.

CCG Commitment to the Workforce Race Equality standards (WRES)

Implementation of the Workforce Race Equality Standard (WRES) is a requirement for NHS Commissioner and NHS Provider organisations.

The NHS Workforce Race Equality Standard (WRES) was made available to the NHS from April 2015, following sustained engagement and consultation with key stakeholders including a widespread of NHS organisations across England. The WRES is included in the NHS standard contract, and since July 2015, NHS trusts have been producing and publishing their WRES data on an annual basis. 

For the first time this year, CCGs were also required to submit their individual WRES data to the NHS England Workforce Race Equality standard implementation.   

The NHS is founded on a core set of principles and values that bind together the diverse communities and people it serves – the patients and public – as well as the staff who work in it. The NHS Constitution establishes those principles and values of the NHS across England. It sets out the rights, to which all patients, communities and staff are entitled to, and the pledges and responsibilities which the NHS is committed to achieving in ensuring that the NHS operates fairly and effectively. Working towards race equality is rooted in the fundamental values, pledges, and responsibilities of the NHS Constitution.

NHS Great Yarmouth and Waveney CCG employ less than 150 members of staff and is therefore not required to produce detailed staff profiles by protected characteristics. This protects the privacy of our employees as any profiles of protected characteristics would allow individuals to be identified.

In fulfilling its duties, the CCG has committed to having due regard to the WRES and will use it as a force for driving change, both as an employer and as a commissioner of services.

It will be doing this in conjunction with four other local CCGs NHS West Norfolk CCG NHS Norwich CCG, NHS South Norfolk CCG, and NHS North Norfolk CCG, this as the CCGs work toward implementing a single management team.

This the first year of reporting for the CCGs and the ideal opportunity to look at the wider workforce profiles as the CCGs merge to become one. This will afford us the opportunity to research how other larger CCGs and employers have developed their processes to ensure that more BME candidates are successful at interview.    

The WRES provides real impetus, not just on workforce race equality, but on equality generally, for all those who experience unfairness and discrimination within the NHS. For sustained improvement in this area, the focus will not be upon compliance with implementing the WRES, but on using it as an opportunity to help improve the wider culture of NHS organisations for the benefit of all staff and patients.