Health chiefs are looking at ways to help people who are more likely to die prematurely because they find it harder to ask for the care that they need.
People with learning difficulties and patients who are homeless are among those more likely to suffer an early death.
The challenges that they face are partly behind a drive by health chiefs in Brighton and Hove to try harder to tackle “inequalities” in patient care.
They are looking at inequalities in their workforce too, having found that black and ethnic minority (BAME) staff levels were not representative of the wider population.
People from an ethnic minority were less likely to be employed, especially in more senior jobs, while men were still paid more than women – commonly referred to as the gender pay gap.
A report by equality, diversity and inclusion chief Nicky Cambridge said that health commissioners had “a moral responsibility to treat people fairly” – and “it makes sound business sense”.
In addition, she said: “As public sector bodies we are bound by law to treat people fairly, eliminate discrimination and tackle health inequalities.”
Her report builds on a recent study carried out in Sussex by an intern from Yale University.
David Supple, who retires this month as chair of the Brighton and Hove Clinical Commissioning Group (CCG), said that none of the lay members on the governing body had responsibility for “inclusion”.
But Dr Supple indicated that this would change. And CCGs across Sussex and East Surrey were working together to address the issue, having seconded Nicky Cambridge for six months until the end of March.
She has been working with CCGs in East Sussex on inclusion and equalities, having previously worked as a policy chief at Brighton and Hove City Council.
Health chiefs approved an initial plan which said: “The CCGs … are committed to recruiting, retaining and developing people according to their potential, thereby ensuring we have a workforce that better reflects the population we serve.
“Additionally, we are fully committed to optimising the commissioning levers at our disposal to reduce the inequalities in health that persist within and across our populations.
”We need to do more to better recruit, support and develop our BAME staff. Our staff composition when analysed by ethnicity, does not reflect the populations we serve.
“Additionally, the more senior within the organisation you get, the less likely you are to be from a BAME background.
“We also know that you are 1.4 times more likely to be recruited from shortlisting to Sussex and East Surrey vacancies if you are white and that in some CCGs this can be as high as 2.4 times.
