Children linking hands
We are committed to promoting equality, diversity and human rights.

Rochdale borough is the 25th most deprived borough in England, with significantly ageing and young communities which are ethnically diverse. Many of the characteristics of life within the borough have negative implications for health and this puts the promotion of better health and the reduction of health inequalities at the heart of all we do.

We cannot achieve this without ensuring our services are accessible and responsive to all residents in the borough, and we are committed to delivering high quality and safe services. We are also committed to involving all aspects of our community in shaping local health services.

What is diversity?

Diversity is the term we use to describe the wide variety of individuals that make up our communities and our workforce. It is characterised by many different facets including race, age, gender, sexuality, abilities, language, family circumstances, social background and culture.

What is equality?

Equality is about providing the same opportunities for everyone and eliminating discrimination. For example, having the same opportunities to access healthcare, or the same opportunities to apply for jobs.  Equal opportunities are safeguarded by a wealth of legislation. To achieve equality, we must recognise that under-represented groups may have different requirements that are not catered for by 'one-size-fits-all' procedures.

What are human rights?

Human rights are the basic rights and freedoms that belong to every person in the world. The United Nations adopted the Universal Declaration of Human Rights in 1948, setting out fundamental rights and freedoms shared by all. These rights and freedoms are based on core principles including dignity, fairness, equality, respect and autonomy. These form the basis for the European Convention; protecting the human rights of people in countries that belong to the Council of Europe, including the United Kingdom. Equality, diversity and human rights are relevant to your day-to-day life and underpin the principles of the NHS Constitution for fair and equal services.

Read about the Human Rights Act 1998.

Find out more about how human rights work.

Public Sector Equality Duty

As a public sector organisation, we have developed an Equality, Diversity and Human Rights (EDHR) Strategy 2013-17 to ensure continuity in meeting the needs of our diverse communities, improve performance and meet the Public Sector Equality Duty as described in the Equality Act 2010. This strategy will be uploaded soon.

What are our public sector equality duties?

Equality Act 2010 (the act) came into force in October 2010 and replaced a range of previous anti- discriminatory laws with a single act.

Our general duties are too:

  • Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act 2010
  • Advance equality of opportunity between people who share a protected characteristic and people who do not share it
  • Foster good relations between groups who share a protected characteristic and people

There are nine ‘protected characteristics’ covered by the Equality Act 2010, these are defined as:

  • Age
  • Disability
  • Gender
  • Gender reassignment (trans)
  • Marriage and civil partnership (only applies to eliminating unlawful discrimination)
  • Pregnancy and maternity
  • Race
  • Religion and belief
  • Sexual orientation

The specific duties came into force on 10 September 2011 and require HMR CCG to:

  • Annually publish equality information by 31 January. Each year we are required to publish relevant and proportionate information to show what we are doing to respond to the general guties and to set equality objectives. This includes information about our workforce and for those living in Heywood, Middleton and Rochdale who are affected by the CCG's policies and practices when commissioning health and social care services.
  • To set and publish equality objectives every four years. NHS England recently released guidance on the new timeframes for CCGs to set equality objectives as of 13 October 2013.

We will present this information in an Annual Equality Publication to demonstrate compliance with our Public Sector Equality Duties.

Read the full guidance on the Public Sector Equality Duty
Read a quick start guide about the Public Sector Equality Duty
Read a quick start guide to the Specific Duty (updated June 2011)

NHS Workforce Race Equality Standard (WRES) 

NHS England has introduced a new Workforce Race Equality Standard which for the first time requires organisations employing almost all of the 1.4 million NHS workforce to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of BME Board representation. 

Here is an animated video explaining the WRES: The Workforce Race Equality Standard - YouTube

Further information on the WRES can be found in the technical guidance.

A copy of the first WRES National Data Analysis Report, which provides an overview of the data returns from NHS trusts relating to staff experience indicators, can be found here: WRES Data Analysis 2015

HMR CCGs WRES Report and Action Plan 2018 can be found here

HMR CCGs WRES Action Plan 2017 can be found here

HMR CCGs WRES Report 2017 can be found here

HMR CCG's first Workforce Race Equality Standard report 2015 can be found here: Workforce Race Equality Standard 2015


Annual Equality Data Publication


Annual Equality Data Publication - January 2018

We have published our Annual Equality Data Publication 2018 using available data for 2017 from 1 January.

It shows what we are doing to:

  • Eliminate discrimination in healthcare
  • Reduce inequalities in health
  • Remove any barriers faced by more vulnerable protected community groups, in accessing healthcare
  • Encourage people who are less likely to access our services to take advantage of the health benefits they can offer
  • Foster good relations between different community groups by tackling prejudices and 'prohibited discrimination'For more detailed information about the topics discussed in this document, you can also read:
  • We report on the equality information we have and any significant gaps identified. We aim to use equality information for service improvements, and to deliver our equality objectives.

January 2018 reports:

Annual Equality Data Publication

Appendix A - Equality Workforce Report

Appendix B - Patient Services Activity Report


January 2017 reports:

Annual Equality Data Publication 2017  

Appendix A - Locality Plan EA

Appendix B - Equality Analysis

Appendix C - Equality Workforce Report

Appendix D - Patient Services Activity


January 2016

Annual Equality Data Publication 2016

January 2015 

 Annual Equality Data Publication 2015

January 2014 reports:

January 2013 reports:

The information above reflects the people that live and work in our borough and use our services. This information is used to set our four-yearly equality objectives.

Read our Equality Objectives 2012-16


Equality Objectives 2013-2017

Our four overarching equality objectives for 2013-17 are as formally developed by the legacy PCT/Shadow CCG and are as follows:

  • Improved data monitoring, collection and usage
  • Joined-up approach to complex care
  • Information and engagement
  • Engaged and fully equipped staff

We are in the process of reviewing the inherited Equality Objectives for 2017 - 2021 which will be published in our next Annual Equality data Publication 2018. 

Equality Analysis

We recognise the importance of Equality Analysis (EA) formally known as Equality Impact Assessment (EIA) as outlined by the Equality and Human Rights Commission.

EA is a tool to identify the potential effects on equality that may arise from our policies, services commissioned or functions on protected characteristic groups in our local communities, including patients, carers and staff. EA can contribute to improving outcomes for patients by making sure that changes reflect the needs of the communities of Heywood, Middleton and Rochdale and inclusion and fairness is considered in our decision making.

A list of our EAs undertaken during 2016 can be found here

Equality Standards for Providers

We have worked collaboratively with colleagues at Greater Manchester Shared Service to continuously improve how we monitor our providers of healthcare services that we commission. We have developed an EDHR assurance schedule.  


You can see how our main healthcare providers and partners are performing around equality and diversity here:

The Equality Delivery System

The Equality Delivery System (EDS) was launched in November 2011 and is the national NHS tool for improving equality diversity and human rights. NHS England is currently refreshing this and it will be launched later this year as EDS2. 

The EDS measures performance across the following four goals:

  • Better health outcomes for all
  • Improved patient access and experience
  • Empowered, engaged and well supported staff
  • Inclusive leadership at all levels

We plan to measure our performance using EDS2 against EDS Goal 2 in 2017 in collaboration with local community groups, Healthwatch and our healthcare partners.

For more information, visit:

Contact information

For further details about any of the information listed on this page please contact Samina Arfan, Equality and Diversity Business Partner, at This email address is being protected from spambots. You need JavaScript enabled to view it..

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