Workforce Race Equality Standard
The Trust has published the Workplace Race Equality Standard report and action plan for 2020 in line the requirement under Service Condition 13 of the NHS Standard Contract.
The Standard is intended to provide real impetus, not just on race equality, but on equality generally, for all those who still experience unfairness and discrimination within our health and care system. For sustained improvement in this area, the focus will not simply be upon compliance with implementing the Standard, but on using the Standard as an opportunity to help improve the wider culture of NHS organisations for the benefit of all staff and patients alike.
The Standard will, for the first time, require organisations employing almost all of the 1.4 million NHS workforce, to demonstrate progress against a number of indicators of workforce race equality, including a specific indicator to address the low levels of Black and Minority Ethnic (BME) Board representation. All providers, subject to the NHS Standard Contract 2015/16, except ‘small providers’ and primary care, was implemented the Standard in July 2015.
An annual report is required to be submitted to the Co-ordinating Commissioner outlining the providers’ progress on implementing the Standard. Provider organisations should publish their Annual Report on the Standard as a separate report on their web site so that progress on implementing the Standard is easily accessible to all staff, patients and the wider public.1
What is the WRES?
Watch the video below to discover what the WRES is about and how it works.1
You can read more about the WRES on NHS England website, equally you can download a copy of the Workforce Race Equality Standard 2020 report.
In the short video below Simon Stevens, Chief executive of NHS England, explains why the WRES and diversity are important.1
The table below shows our position in comparison to our previous year’s performance.
|2018/19 DHC||2018/19 National||2019/20 DHC||2019/20 National||2020/21 DHC||2020/21 National|
|Visible BAME staff||5.3%||N/A||6.4%||N/A||6.13%||N/A|
|Key indicator 2 (Relative likelihood of white staff being appointed from shortlisting compared to that of BME staff)||2.44-1||1.46-1||4.41-1||1.61-1||3.48-1||N/A|
|Key indicator 3 (Relative likelihood of BAME staff entering the formal disciplinary process, compared to that of white staff, as measured by entry into a formal disciplinary investigation).||2.56-1||1.22-1||1.95-1||1.1.6-1||1.61-1||N/A|
|Key indicator 4 (Relative likelihood of BAME staff accessing non mandatory training and CPD as compared to white staff)||0.94-1||1.15-1||1.0-1||1.14||1.05-1||N/A|
National NHS Staff Survey findings
For each of these four staff survey indicators, the standard compares the metrics for the responses for White and Visible BAME staff for each survey question
Key indicator 5
KF 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months
Key indicator 6
KF 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
Key indicator 7
KF 21. Percentage believing that trust provides equal opportunities for career progression or promotion
Key indicator 8
Q17. In the last 12 months have you personally experienced discrimination at work from any of the following?
b) Manager/team leader or other colleagues
Key indicator 9
Percentage difference between the organisations’ Board voting membership and its overall workforce.
Note: Only voting members of the Board are included
|9.1%/3.8%||8.4%/N/A||5%/1.4%||10%/N/A||12.5%/6.4%||Board BAME/voting Board difference|