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Health Equity Resources


Focuses on creating a fairer society, where all individuals can take part in and access the same opportunities. It is underpinned by a legal framework.

Institutional discrimination: institutional racism was described in the Macpherson report as “the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture, or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people”.

These collective failures are also experienced by other groups and communities.


Achieving equity means that we need to do more than just prevent inequality. It recognises that inequalities arise not just from differences such as health status and disability, but from inequalities in power, money and resources. Only by giving people a voice, and ceding power to them, can we achieve true equity.

“The question we should ask is not, can we afford better health for the population of England, but what kind of society do we want… Every society will have some level of economic and social inequalities. What we envisage, and work towards, is a society that creates the conditions for everyone to be able to lead lives they have reason to value.

That we do not… is shown by the slowdown in life expectancy improvement, deteriorations in physical and mental health and widening health inequalities.”

Source: Health Equity in England: The Marmot Review 10 Years On

More Information


The range and variety of individuals and groups. It is often linked with differences in life chances and social inequalities. Factors that influence diversity include:

  • those we are born with (e.g., ability/disability, race, gender, sexuality)
  • those we are born into (e.g., culture, religion)
  • those we develop as we grow and experience life (e.g., lifestyle, culture, identity, jobs/careers, relationships, trauma, joy)

Where everyone involved feels valued.

Staff have a more inclusive workplace when:

  • it is a welcoming environment
  • they know they will be treated fairly and have equal opportunities to progress and grow
  • they have someone to go to if they experience discrimination.

People who use services experience more inclusive health and care services when:

  • they are treated as individuals and their culture and values are respected
  • they have choice and control over how their services are delivered

Public service budgets are more inclusive when:

  • funding is targeted at those who need it most, based on evidence and understanding people’s lived experiences.

Procurement of services is more inclusive when:

  • it incorporates social value as a key element of all contracts for services.

Awareness - of our privilege

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Awareness - of intersectionality

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Equality and Health Inequalities Impact Assessment

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Carrying out an Equality Impact Assessment: Myth Busters

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Accountability - our legal duties

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Accountability - our moral duties

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Enablers to achieving health equity: four key principles

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Overlapping dimensions


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Equalities & Health Inequalities Impact Assessment Suggested TemplateDownload

Further Information


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Equalities and Health Inequalities Impact Assessment

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100 Day Challenge guidance

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