Corporate report

DHSC equality objectives: 2023 to 2027

Published 2 October 2023

Introduction

The Department of Health and Social Care (DHSC) helps people to live more independent, healthier lives for longer. We lead, shape and fund health and care in England, making sure people have the support, care and treatment they need, with the compassion, respect and dignity they deserve. As guardians of the health and care system, it is our job to ensure that the system delivers the best possible health and care outcomes for the people of England.

The public sector equality duty in section 149 of the Equality Act 2010 is a key lever for ensuring that public bodies, like DHSC, take account of equality when shaping policy and delivering services. Policymakers and decision makers, including ministers, must have due regard to the following 3 equality aims in the duty when developing or changing any policies or services that impact people:

• eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the act
• advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it
• foster good relations between people who share a relevant protected characteristic and those who do not share it

Documentation detailing how decisions have been reached is required to demonstrate compliance under the duty, including a record of how a policy was considered under the specific matters set out in section 149 of the act.

Advancing equality of opportunity involves:

• considering how our decisions can remove or minimise disadvantages suffered by people due to their protected characteristics
• taking steps to meet the needs of people who share a particular protected characteristic, where those needs are different from the needs of those who do not share that protected characteristic
• encouraging people with particular protected characteristics to participate in public life or in other activities where their participation is disproportionately low

The protected characteristics covered by the Equality Act are:

• age
• disability
• gender reassignment
• pregnancy and maternity status
• race
• religion or belief (including lack of belief)
• sex
• sexual orientation
• marriage and civil partnership status (only in respect of eliminating unlawful discrimination)

The equality duty aims to embed consideration of equality into the day-to-day business of public authorities. It requires organisations to consider how they could positively contribute to the advancement of equality in the design of policies and the delivery of services. This makes good business sense as organisations that are able to meet the diverse needs of their users and employees are likely to achieve their objectives more efficiently.

Decisions taken without considering their impact on different groups are unlikely to have the intended effect and lead to greater inequality and poor outcomes. Proper consideration of equality issues, on the other hand, is more likely to result in increased user satisfaction with services that are also more efficient and cost-effective.

The Equality Act (Specific Duties) Regulations 2011 imposed further duties on certain public bodies to help them to meet the duty more effectively. The specific duties in England commenced in September 2011 and require relevant public bodies to publish information to demonstrate their compliance with the public sector equality duty at least annually from January 2012, and to set and publish equality objectives at least every 4 years from April 2012.

This document contains DHSC’s refreshed equality objectives that we will work towards in the period 2023 to 2027.

Equality objectives 2023 to 2027

Objective 1

Ambition

We will continue to attract, develop and retain the best talent from the communities we serve, drawing from a range of backgrounds, experiences and locations.​

Impact​

We have a talented, diverse and empowered workforce which better reflects the communities we serve, and which enables the department to make more informed decisions and problem solve increasingly complex issues on our diverse communities.

Objective 2

Ambition

We will continue to create a sense of welcoming and belonging in our workforce.​

Impact

Our people feel confident bringing their authentic selves, their backgrounds and experiences to work. This leads to improved levels of confidence, capability and retention. ​

Objective 3

Ambition

We will continue to develop the capability of our leaders to promote a diverse and inclusive culture through support, empowerment and accountability.

Impact

Our leaders are confident in both articulating the benefits of a diverse and inclusive workforce and are active role models. Their delivery in this area leads to increased staff engagement and the equitable sharing of development opportunities.

Objective 4

Ambition

We will continue to engage with stakeholders and the public, particularly those with protected characteristics and personal or lived experience, and draw upon the diverse experiences of our workforce, including via staff networks, in all our work.​

Impact

We build communicative and open relationships with a diverse range of stakeholders and the public, and utilise the diverse experiences of our workforce to improve the way we design policies and deliver services to ensure they are equitable.

Objective 5

Ambition

We will continue to promote awareness and increase understanding of the public sector equality duty and health disparities in our workforce.

Impact

Our staff demonstrate a clear understanding of their role in meeting the public sector equality duty and considering health disparities when developing policy. This ensures equity is embedded in all our work.