3. Public Sector Equality Duty

The Equality Act 2010 introduced a new, legal, public sector equality duty (PSED) requiring public bodies to declare their compliance with the duty on an annual basis. This means that as a CCG we must show compliance with both the general and specific duties of the PSED.

In the exercise of its functions, for the general duty we must have due regard to the need to:

• Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act 2010;
• Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Protected characteristics – in the context of the PSED – are defined as:

• age
• disability
• gender reassignment
• pregnancy and maternity
• race – this includes ethnic or national origins, colour or nationality
• religion or belief – this includes lack of belief
• sex (male & female)
• sexual orientation
  
  It also applies to marriage and civil partnership, but only in respect of the requirement to have due regard to the need to eliminate discrimination. 

Specific duties

We must prepare and publish one or more equality objectives we thinks we should achieve to support the PSED (above). The objectives must be published not later than 13th October 2013 and at intervals of not greater than four years. Each objective must be specific and measurable.

We must publish information, not later than 31st January each year, to demonstrate compliance with the PSED. The information published must relate to persons who share a relevant protected characteristic who are:

- our employees (only when employing 150 people or more);
- other persons affected by its policies and practices.