NHS North West London is committed to promoting equality and diversity amongst all our staff, stakeholders and patients - fulfilling our obligations under the Equality Act 2010 and the associated guidance from the Equalities and Human Rights Commission. A fundamental aspect of our purpose is to narrow health inequalities where they exist.
Equality means ensuring that everyone is able to participate in all of our activities and access all health services on an equal footing. Diversity acknowledges that there are differences between people which should be recognised and respected.
Equality, Diversity and Inclusion (EDI) is central to the development of our strategies, policies and business processes, playing a significant role in our procurement processes. For example, at the forefront of the process, Equality, Health-inequality Impact Assessments (EHIAs) are required for all services. Furthermore, EDI questions are included and evaluated as a key aspect of the decision making about contract awards.
During 2024/25, the following EHIAs were carried out:
| CHC appeals policy | NEPT |
| CHC CIP EHIA | Anticipatory meds Palliative care |
| EHIA Brent Practice relocation | Benign skin lesion EHIA |
| EHIA Change Policy | Burnley Practice |
| EHIA NE Patient Transport Service | Burnley Practice |
| EHIA Pathfinder pharmacist | Bush Doctors new lease additional clinic space |
| EHIA Pay protection policy | C&YP Mental health hub |
| EHIA Restructure | Cassidy Med Ctr options |
| Gordon Hospital | Chiswick Family Practice |
| GP Direct Harrow annex | Clinic space extension |
| GP systems merger Zain and Savita practices | Fraility service |
| Harrow integrated ESD and Neuro rehab service | G21 Medows (CWHT) |
| Hill House, Lowlands Road, Harrow | Grenfell Health Program |
| HR Menopause policy | H4ALL wellbeing service decommissioning |
| Identifying carers in Brent | HESA Med Ctr additional consulting rooms |
| Independent contacts - ophthalmology | hillingdon office move |
| London Abortion service EHIA | Hillingdon SAS |
| maternal medicines network | ICC emergency care |
| Meds optimisation | Isleworth Practice |
| MMR Cervical Screening EHIA | KPMC expansion |
| MMT Aug 2022 review | Mollison Way |
| Moving South EAH provisions to New Locations | Newcombe Practice relocation |
| NHS app | North West London GP Digitisation project |
| Office relocation for restructure EHIA | Patient choice accreditation policy |
| Office relocation to Hillingdon CC | QIA policy |
| on-Emergency Patient Transport Eligibility Assessment Crib Sheet | Relocation Lanark Med Ctr |
| Pelvic health physio | Safety Pen needles |
| Query EHIA MM PC Prescribing Efficiency Schemes 2425 | St Martins med ctr |
| Relocation of Ealing Office | Staff expenses policy |
| Suicide prevention | Stoma accessories prescribing guidance |
| Underrepresented patients in primary care | Sudbury practice |
| Urgent eye care services | Sudbury practice |
| Wembley Park Med Ctre extension | Wembley Park Med Ctre extension |
The EHIA Panel
Where formal consultation is planned or full EHIAs are required, these are reviewed by a panel including an Assistant Director for Health Equity, Director of Nursing and EDI Lead.
Click here for more of how we tackle inequality across the NWL population through the health equity programme.
We have agreed our Equality Objectives for ICB Workforce 2023-2026 as follows:
- To increase access to professional development and well-being support for our people from ethnic minority, disability or caring responsibilities, LGBTQ backgrounds and women, at all levels of the organisation.
- Our people from ethnic minority, disability or caring responsibilities, LGBTQ backgrounds and women feel they are treated with value and respect as demonstrated by values based attitudes, actions and behaviours.
- For our leadership composition to closely reflect the overall workforce or population ethnicity of North West London at every level of the organisation; and routinely demonstrate their understanding of, and commitment to, equality and health inequalities
- To ensure a tailored training and development programme for all staff, which supports the organisation to achieve its aspirations related to equality, diversity and inclusion.
A supporting integrated EDI Action plan was created with input from the Human Resources (HR) and Organisational Development (OD) team. The Action plan can be found here.
Governance and Leadership
The ICS Chief Exec Officer holds Executive Sponsorship for Equality
A designated EDI Lead, leads on strategic planning, implementation and equality compliance for the ICB.
EDI Steering Group
The EDI Steering Group was reinstated in 2022 and its terms of reference refreshed with the following aims and objectives:
- Support the delivery of the ICB’s work on equality diversity and inclusion
- Oversee and monitor the delivery of the EDI aspects of the OD strategy (currently under development)
- Provide equality, diversity and inclusion expertise and advice on workforce related issues
- Review plans, provide advice and recommendations for improvement and effectiveness with regards to workforce EDI
- Review operational policies and procedures from the EDI perspective
- Input into and monitor progress of staff consultation and engagement where proposed changes may significantly impact workforce
- Promote the development of an inclusive organisational culture
- Review progress against the implementation of national and regional NHS mandates related to EDI
Reporting into the organisation’s People and Organisational Development Committee, the EDI Steering Group supports NHS North West London with its commitment to integrate equality, diversity and inclusion throughout its functions; it also supports the delivery of the NHS North West London ambition of achieving a diverse and representative workforce at all levels of the organisation. The Steering Group links with the North West London Chief People Officers Board via the ICS workforce group and any related aims and objectives set by the Board , in keeping with the rest of the ICS.
North West London ICB staff networks
We have established four staff networks which are active and provide a platform for staff to support, express and voice a range of experiences. Information and feedback from the networks progress through the governance process with the aim of influencing ICB workforce strategies, policies, procedures and day-to-day functions. The networks have a recurring financial resource allocation to support their activity.
Networks include a Disability, Long Term Conditions and Staff with caring responsibilities Network, Global Majority Network, LGBTQ+ Network and Women’s Network.
DiverseAbility Network
The Network has gathered a significant membership since its inception, who’s views are well represented by co-chairs at the EDI Steering Group and organisational design staff engagement group. They work closely with HR on publication and action planning related to the Workforce Disability Equality Standard (WDES) reports and moving the organisation to Disability Confident status.
Global Majority Network
This is the organisation’s longest running network and has been consistently active in raising the profile of equality, diversity and inclusion through advocacy, championing and close working with HR and other internal stakeholders since its inception. It has provided support and a safe space for its members to raise and discuss any issues of concern. The chairs are members of the ICB EDI Steering Group and are a voice of influence with regards to the EDI program, the shaping of organisational policy, operational matters linked to EDI.
LGBT+ Network
The Network has been in existed for several years and is currently lead by a single Network Chair. The Chair is a member of the EDI Steering Group and takes the lead in raising awareness off issues concerning LGBT+ staff members and working closely with the communications team on Pride Month programmes.
Women’s Network
This is the organisation’s newest network and has significant membership. Just over two thirds of the ICB workforce is comprised of women. The network continues to have impact by developing new policies and tackling issues affecting women, and established its reach across all ICB women’s networks in London.
