The Equality Act 2010

The Equality Act 2010 brings together several protections against discrimination and duties for public bodies in a single Act.

As a CCG we recognise our duties within the Equality Act to:

  • Elimination of all unlawful discrimination– including harassment and victimisation and any other conduct prohibited by the act.
  • Advancing equality of opportunity– between people who share a protected characteristic and people who do not share it.
  • Fostering good relations– between people who share a protected characteristic and people who do not share it

Having due regard means considering all of the above – in our decision making, including:

  • How the organisation acts as an employer
  • Developing, reviewing and evaluating policies
  • Designing, delivering and reviewing services
  • Procuring and commissioning
  • Providing equitable access to services



This mean ensuring individuals or groups of individuals are treated fairly and equally and no less favourably, specific to their needs.


Diversity aims to recognise, respect and value people’s differences to contribute and realise their full potential by promoting an inclusive culture for all.


Within the Equality Act 2010, Discrimination is defined as less favourable treatment because of a protected characteristic.

Protected characteristic 

This is a term used in the Equality Act 2010 to describe who is protected by the Act. The protected characteristics defined by the Equality Act are: age, sex, race (including ethnicity and nationality), disability, sexual orientation, religion or belief, gender reassignment, pregnancy and maternity and marriage or civil partnership.

Public sector equality duty (PSED)

The public sector equality duty (PSED) requires public bodies to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations between different people when carrying out their activities.

Manchester Health Care and Commissioning’s (MHCC) annual Public Sector Equality report
sets out progress made to reach our inclusion and social value objectives as detailed in our
Inclusion and Social Value Strategy 2018 – 2023. It is published in accordance with the
requirements of the PSED.

This report provides an overview of our work to prioritise equality, diversity and inclusion
throughout our workforce and service delivery in 2021 and 2022.

Read MHCC’s PSED report for 2020 and 2021