Implementation of the Workforce Race Equality Standard (WRES) is a requirement for NHS commissioners and NHS healthcare providers including independent organisations, through the NHS standard contract.

The Workforce Race Equality Standard (WRES) requires NHS trusts to self-assess against 9 indicators of workplace experience and opportunity. Four of the indicators focus on workforce data, four are based on data from the national NHS Staff Survey questions, and one indicator focuses upon BME representation on boards. Further detail on the nine indicators including definitions, organisation’s approach and source of evidence can be found in the WRES Technical Guidance.

The WRES highlights differences between the experience and treatment of white staff and BME staff in the NHS with a view to closing those gaps through the development and implementation of an action plan focused upon continuous improvement.

This report provides an overview of the Trust figures for 2024 and 2023 and National figure for 2023 (2024 figure will be reported once the national report is produced). Data for Indicator 5, 6, 7 and 8 is taken from the 2023 Annual Staff Survey Report.

Indicator 1: Percentage of staff working in NHS Trusts in England from a black and minority ethnic (BME) background
  • NHSE National Figure for 2022: 26.4%
  • NCIC 2023 (Staff survey data is from 2022): 10.9%
  • NCIC 2024 (Staff Survey data is from 2023): 12.9%
Indicator 2: Percentage of white applicants being appointed from shortlisting compared to BME applicants
  • NHSE National Figure for 2023: 1.59%
  • NCIC 2023 (Staff survey data is from 2022): 17.16%
  • NCIC 2024 (Staff Survey data is from 2023): 2.56%
Indicator 3: Relative likelihood of BME staff entering the formal disciplinary process compared to white staff
  • NHSE National Figure for 2023: 1.03%
  • NCIC 2023 (Staff survey data is from 2022): 0.75%
  • NCIC 2024 (Staff Survey data is from 2023): 0.26%
Indicator 4: Relative likelihood of white staff accessing non–mandatory training and continuing professional development (CPD) compared to BME staff
  • NHSE National Figure for 2023: 1.12%
  • NCIC 2023 (Staff survey data is from 2022): 1.01%
  • NCIC 2024 (Staff Survey data is from 2023): 0.99%
Indicator 5: Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months
  • NHSE National Figure for 2023:
    • 28.1% BME
    • 24.7% White
  • NCIC 2023 (Staff survey data is from 2022):
    • 27.1% BME
    • 22.2% White
  • NCIC 2024 (Staff Survey data is from 2023): 
    • 18.8% BME
    • 21.7% White
Indicator 6: Percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months
  • NHSE National Figure for 2023:
    • 26.2% BME
    • 22.4% White
  • NCIC 2023 (Staff survey data is from 2022):
    • 31.2% BME
    • 25.5% White
  • NCIC 2024 (Staff Survey data is from 2023): 
    • 23.2% BME
    • 22.9% White
Indicator 7: Percentage of staff believing that their trust provides equal opportunities for career progression or promotion
  • NHSE National Figure for 2023:
    • 49.6% BME
    • 58.8% White
  • NCIC 2023 (Staff survey data is from 2022):
    • 52.5% BME
    • 50.3% White
  • NCIC 2024 (Staff Survey data is from 2023): 
    • 49.3% BME
    • 55.1% White
Indicator 8: Percentage of staff that personally experienced discrimination at work from a manager, team leader or other colleagues
  • NHSE National Figure for 2023:
    • 16.2% BME
    • 6.7% White
  • NCIC 2023 (Staff survey data is from 2022):
    • 17% BME
    • 6.8% White
  • NCIC 2024 (Staff Survey data is from 2023): 
    • ​​​​​​​​​​​​​​​​​​​​​16.1% BME
    • 7.8% White​​​​​​​
Indicator 9: Percentage of board members by ethnicity compared to BME workforce
  • NHSE National Figure for 2023: -10.9%
  • NCIC 2023 (Staff survey data is from 2022): 0%
  • NCIC 2024 (Staff Survey data is from 2023): 0%

​​​​​​​​​​​​​​​​​​​​​Summary and next steps 

The Trust has seen some small positive improvements across the majority of the nine indicators with our percentage of a black and minority ethnic (BME) staff increased by 2%.

Indicator 2, which relates to the percentage of white applicants being appointed from shortlisting compared to BME applicants is difficult to measure as the 2023 data was incorrect due to issues with the Trac reporting function. 

Other indicators, which are taken from the National Staff Survey data, are also showing some signs of improvements, for example Indicator 6, which relates to the percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months has improved by 8%. 

Two indicators have seen a decline in our scores; these are Indicator 7 which relates to providing equal opportunities and career progression or promotion and Indicator 9 which is the board voting. 

The WRES report will be presented to the Cultural Diversity Staff Network and EDI Steering Group for consideration and review.  The EDI Action Plan will be updated accordingly following the feedback and further analysis.

Please see attached 2024 WRES Submission details.

Appendix 1 – Workforce Race Equality Standard (WRES) Technical Guidance​​​​​​​​​​​​​​