The population and demographic makeup of London results in a richness of cultures but brings with it a number of challenges.

London has the most diverse population in Europe with 12.5% of the population recorded as being from an ethnic background. There are a number of localities and wards in London that are ranked amongst the most deprived in the country.

The new Equality Act 2010 came into existence in October 2010 and became law on the 06 April 2010. The Act brings together the previous Acts replacing anti discrimination laws that were in existence to create one Act.

The Equality Act 2010 places a requirement on public bodies to demonstrate compliance with the Act's three overarching principles. Under the Equalities Act 2010 NHS London has a general duty to show it has paid due regard to:

• Eliminating unlawful discrimination, harassment and victimisation and any other conduct which is unlawful under the Equality Act 2010
• Advancing equality of opportunity by: (a) removing or minimising disadvantages (b) Taking steps to meet the needs of people (c) Encouraging people who share a protected characteristic to participate in public life or in any other activity in which their participation is disproportionately low
• Fostering good relations between people who share a protected characteristic, and those who don't have that characteristic

The Act also places specific duties on public bodies to:

• Identify all policies, services and functions that are relevant to the general duty
• Assess and consult on, and monitor the impact of these policies, services or functions on the general duty
• Publicise the results of the assessments/analysis, consultations and monitoring.

As a public body NHS London has a duty to ensure that we are able to demonstrate our compliance with the principles of the Act and acknowledges the following responsibilities in discharging its equality duties:

• Providing leadership for NHS organisations to support the local implementation of national policy and programmes, ensuring equality and diversity issues are given appropriate consideration
• Developing and implementing robust assurance processes to enable the SHA to support and monitor the compliance of NHS organisations
• Ensuring the SHA itself achieves and maintains compliance in discharging its functions as an SHA and in its role as an employer

For further information, please email equalities@london.nhs.uk