Equality, Diversity and Inclusion

North Central London ICB is committed to promoting equality, diversity and human rights for service users and our staff and to involving local people from all backgrounds in commissioning.

We have developed Equality Objectives to help us meet our statutory duty but also address local health inequalities and the future needs of the diverse community. These objectives can be found in our Diversity and Inclusion Strategy-2021/23.

NCL ICB Equality and Inclusion Plan

As part of the NCL ICB’s General Public Sector Equality Duty we publish our equality objectives. North Central London ICB’s Equality and Inclusion Plan was approved by the ICB’s Governing Body in 2020. It sets out the ICB’s approach to promoting equality and diversity and how it will meet its Public Sector Equality Duty.

Our recent equality objectives can be found on the North Central London ICB website. Please be advised that reports prior to 2022 reference NCL CCG. NCL ICB became a statutory organisation, replacing NCL CCG, on 1 July 2022.



Staff networks

We recognise that the people who work for us are our greatest asset, and when they feel supported and happy in work, this positivity reaches those very people we are here for – patients and residents. We are committed to creating a more diverse and inclusive organisation and ensuring that we fully harness all our staff’s talents.

One of the ways we wish to support this is to develop specific staff networks that contribute to addressing and solving problems for all under-represented and disadvantaged groups and individuals within our organisation.

Our three NCL Staff Networks are:

The purpose of these networks is to provide a supportive environment for staff to discuss common issues and concerns, raise awareness, and contribute to the organisation’s strategic decisions.

The networks act in an advisory role to the NCL ICB Executive Management Team via the NCL ICB Diversity and Inclusion Steering Group. They are supported by the Equality and Diversity Team.  

Equality analysis (Equality impact assessment)

What is equality analysis (equality impact assessment)?

Public authorities like ICBs are responsible for making a wide range of decisions, from the contents of overarching policies and budget setting to day-to-day decisions which affect specific individuals.

Equality analysis is a way of considering the effect on different groups protected from discrimination by the Equality Act, such as people of different ages. There are two reasons for this:

  • to consider if there are any unintended consequences for some groups
  • to consider if the policy/service will be fully effective for all target groups.

It involves using equality information, and the results of engagement with protected groups and others, to understand the actual effect or the potential effect of your functions, policies or decisions. It can help you to identify practical steps to tackle any negative effects or discrimination, to advance equality and to foster good relations.

Full and comprehensive guidance on equality analysis can be found on the Equality and Human Rights Commission website.

Ideally, equality impact assessments should cover all the strands of diversity and will help trusts get a better understanding of its functions and the way decisions are made, by:

  • considering the current situation
  • deciding the aims and intended outcomes of a function or policy
  • considering what evidence there is to support the decision and identifying any gaps
  • ensuring it is an informed decision.

It is our ICB policy that all commissioning decisions must be equality impact assessed.