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Equality, Diversity and Inclusion

As Cambridgeshire & Peterborough Integrated Care System, we are proud to serve a great range of diverse communities across our area. We do this with an incredibly versatile team of health and care workers and volunteers.

As Cambridgeshire & Peterborough Integrated Care System, we are proud to serve a great range of diverse communities across our area. We do this with an incredibly versatile team of health and care workers and volunteers.

We want to make sure that everyone in our area has the best opportunities to live the healthiest life possible – no matter what their background, including their ethnicity, gender identity, age or religion, is. We also want to create a working environment for colleagues across the Integrated Care System where everyone can bring their full selves to work.

The ICS is driven by and influence system priorities, strategies, and plans.  Success will be achieved through thoughtful and meaningful cross-system collaboration; and think differently in service of innovation and action. We have three priority workforce groups, within the ICS:

  • Recruitment & Retention
  • Equality Diversity Inclusion
  • Leadership & Culture

In addition, we have subgroups for these priority groups and several enabler groups to serve the priority areas. Our EDI objectives are linked to the antiracism strategy and the three main objectives are:

  1. Create an inclusive environment for all staff and residents
  2. Improve cultural literacy across the system
  3. Develop a repeatable model to embed anti-racism strategy

Implementing Equality, Diversity and Inclusion Changes within the ICB

The ICB operates the guaranteed interview scheme and uses tools to ensure adverts and products are accessible. The end-to-end recruitment process has been reviewed and updated. Requests for additional support are taken seriously and adjustments made where it is reasonable.

A new supporting neurodivergent colleagues’ policy has been produced and is currently being consulted on.

All ICB policies are subject to a phased review programme. Those linked to legislative changes have been completed to date as part of phase one. This has included maternity, paternity and adoption leave, carers and special leave, flexible working, supporting attendance and menopause. The policy review is focused on embracing diversity and inclusivity within the workforce. A reviewed policies are being equality impact assessed and the outcomes are shared with staff side during the consultation phases.

The next phase of the review will include refreshing the Equality, Diversity and Inclusive policy. The plan is also to introduce a focus on women and men’s health policies.

The ICB has published it’s 2024 gender pay figures and analysed disability and global majority pay gaps to inform an action plan that aims to reduce the pay gaps. The interventions include implementing inclusive recruitment approaches (anonymous screening diverse interview panels), monitoring pay and workforce data, introducing non-discriminatory policies around pay and training.

The ICB has introduced allyship roles to support colleagues. It has also launched its squaring the triangle initiative which is the ICB’s system approach to reducing ethnic inequality in our workforce. The focus of this approach is:

  • Change the shape of representation so that people of all backgrounds have the opportunity to develop and excel at every level in our organisations.
  • Engender the inclusive culture that will allow us to realise our vision for new models of care from cohesive, inclusive teams that support each other to deliver with excellence.
  1. Becoming An Anti-Racist Organisation
  2. Reducing Inequalities