Banner with the TIDE logo and an image of people hugging

Equalities

The Equality Act 2010 and Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 hold public bodies accountable for advancing equality and protecting people with protected characteristics rights within Scottish society. Integration Joint Boards, the local governing bodies that have devolved responsibility for the planning and monitoring of community health and social care services in their area of Scotland, were added to the public bodies listed in the Equality Act (general and specific duties) in June 2015.

Glasgow Integration Joint Board has a legal obligation to pay due regard to meet the need to;

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

These three elements are referred to as the three ‘needs’ of the general equality duty.

The Equality Act 2010 provides a legal framework to protect the rights of individuals and advance opportunity for all.  There are 9 protected characteristics which makes it against the law to discriminate against someone because of; age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.  The Fairer Scotland Duty requires Integration Joint Boards to actively consider (pay due regard) how they can reduce inequalities of outcome caused by socio-economic disadvantage.

The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 lists specific duties which apply to Glasgow City Integration Joint Board.  Firstly, produce and publish equalities mainstreaming report and secondly, publish equality outcomes and progress report. 

Equality Outcomes

We have identified five Equality Outcomes for 2024 to 2028. These outcomes are not meant to encompass all of the work the Health and Social Care Partnership does to reduce social inequality in the city, instead, they reflect what are considered to be the priorities. Included within the full report is a Statement of Intent that summarises our broader commitment to equality.

The outcomes are currently draft, subject to consideration and approval by the IJB on 15 May 2024. Thereafter the final outcomes will be published along with a summary version.

You can also read the previous outcomes Glasgow City HSCP Equalities Outcomes 2020 to 2024. 

Equality Mainstreaming and Progress Reporting

We regularly report on how we are mainstreaming equality and progressing towards meeting our outcomes. The most recent report is draft, subject to consideration and approval by the IJB on 15 May 2024. 

You can also read our previous progress reports:

Talent Inclusion and Diversity Evaluation 

In 2021, the Glasgow City Health and Social Care Partnership took part in the enei Talent Inclusion and Diversity Evaluation. The TIDE mark allows organisations to measure progress in Equality, Diversity and Inclusion practice both year on year and in comparison, with their peers. The overall score for the HSCP is 65% which means the organisation is working at Embed level achieving the Bronze Standard Award. 

Equality Impact Assessments

There is also requirement for the Glasgow City Health and Social Care Partnership and Integration Joint Board to carry out Equality Impact Assessments (EQIAs) for any major policy or service changes or developments.

BSL (British Sign Language) Action Plans

The British Sign Language (Scotland) Act 2015 and the British Sign Language National Plan requires public bodies in Scotland to publish local action plans for 2018 and on a six yearly basis thereafter, showing how they will promote and support British Sign Language (BSL).

Below are the action Plans for:

Glasgow City Council's BSL Action Plan

NHS Greater Glasgow and Clyde's BSL Action Plan

Equalities in the Workforce

Some aspects of the equality duties continue to be reported through the two employing organisations that make up Glasgow City HSCP. Further information on employee diversity information, equal pay statements and equality outcomes can be found on the Glasgow City Council and NHS Greater Glasgow and Clyde websites.

Glasgow City Council

NHS Greater Glasgow and Clyde

Related Documents

Equalities Contact

If you would like to know more about what the Partnership is doing in respect of equalities or would like to provide feedback on what matters to you, please contact Afton Hill, Equalities and Fairer Scotland Lead at afton.hill@ggc.scot.nhs.uk.

Related Publications

Equalities Mainstreaming and Outcomes Plan

Published:
Equality | Policy and Equality