Corporate report

DHSC equality objectives: 2019 to 2023

Published 21 March 2019

1. 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 (PSED) 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. Policy makers and decision makers, including Ministers, must have due regard to the following three 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; take 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; and encourage 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 and 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 its 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, are 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 four years from April 2012.

This document contains DHSC’s refreshed equality objectives that we will work towards in the period 2019 - 2023.

2. Equality objectives 2019 to 2023

The department will work towards achieving the following high-level equality objectives in the next 4 years.

1. We aim to build an inclusive culture within the department which values and respects diversity, where everyone can achieve their potential. As an employer we are also committed to the Civil Service ambition to become the UK’s most inclusive employer.

2. We will continue to build and develop our relationships with stakeholders and the public, including those that represent groups with protected characteristics, to improve our functions and services.

3. We will improve the capability and understanding of the Public Sector Equality Duty in the Department to make better policy decisions and improve the health and lives of the nation.

4. We aim to improve the department’s assurance processes to the Public Sector Equality Duty to ensure it is clear throughout the policy development process, how we have paid due regard to the Public Sector Equality Duty.

5. We will build senior engagement in the department and stakeholders to highlight and promote the importance of equalities and encourage senior staff to tackle equality issues.

3. Requesting further information

If you would like to find out more about how the department met its equality duty in respect of a policy or decision, you can make a request under the Freedom of Information Act 2000 by using the online form or by addressing your correspondence to:

Ministerial Correspondence and Public Enquiries
Department of Health and Social Care
39 Victoria Street
London
SW1H 0EU