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. 4 of the indicators focus on workforce data, 4 are based on data from the national NHS Staff Survey questions, and 1 indicator focuses upon BME representation on boards. Further detail on the 9 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.

The WRES Action Plan details the initiatives which will result in the achievement of our goals with robust quarterly reporting undertaken against each individual initiative including RAG rating, metrics, milestones and progress.

This report provides an overview of the Trust figures for 2022 and 2023 and National figure for 2022 (2023 figure will be reported once the national report is produced). Data for Indicator 5, 6, 7 and 8 is taken from the 2022 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: 24.2%
  • NCIC 2022 (Staff survey data is from 2021): 8.1%
  • NCIC 2023 (Staff Survey data is from 2022): 10.9%
Indicator 2: Percentage of white applicants being appointed from shortlisting compared to BME applicants
  • NHSE National Figure for 2022: 1.54%
  • NCIC 2022 (Staff survey data is from 2021): 1.25%
  • NCIC 2023 (Staff Survey data is from 2022): 17.16%
Indicator 3: Relative likelihood of BME staff entering the formal disciplinary process compared to white staff
  • NHSE National Figure for 2022: 1.14%
  • NCIC 2022 (Staff survey data is from 2021): 0%
  • NCIC 2023 (Staff Survey data is from 2022): 0.75%
Indicator 4: Relative likelihood of white staff accessing non–mandatory training and continuing professional development (CPD) compared to BME staff
  • NHSE National Figure for 2022: 1.12%
  • NCIC 2022 (Staff survey data is from 2021): 1.24%
  • NCIC 2023 (Staff Survey data is from 2022): 1.01%
Indicator 5: Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months
  • NHSE National Figure for 2022:
    • 29.2% BME
    • 27% white
  • NCIC 2022 (Staff survey data is from 2021):
    • 23.1% BME
    • 23.2% white
  • NCIC 2023 (Staff Survey data is from 2022): 
    • 27.1% BME
    • 22.2% white
Indicator 6: Percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months
  • NHSE National Figure for 2022:
    • 27.6% BME
    • 22.5% white
  • NCIC 2022 (Staff survey data is from 2021):
    • 35.8% BME
    • 26.8% white
  • NCIC 2023 (Staff Survey data is from 2022): 
    • 31.2% BME
    • 25.5% white​​​​​​​
Indicator 7: Percentage of staff believing that their trust provides equal opportunities for career progression or promotion
  • NHSE National Figure for 2022:
    • 44.4% BME
    • 58.7% white​​​​​​​
  • NCIC 2022 (Staff survey data is from 2021):
    • 47.5% BME
    • 51.4% white​​​​​​​
  • NCIC 2023 (Staff Survey data is from 2022): 
    • 52.5% BME
    • 50.3% white​​​​​​​
Indicator 8: Percentage of staff that personally experienced discrimination at work from a manager, team leader or other colleagues
  • NHSE National Figure for 2022:
    • 17% BME
    • 6.8% white
  • NCIC 2022 (Staff survey data is from 2021):
    • 21.4% BME
    • 7.8% white
  • NCIC 2023 (Staff Survey data is from 2022): 
    • ​​​​​​​​​​​​​​​​​​​​​17% BME
    • 6.8% white​​​​​​​
Indicator 9: Percentage of board members by ethnicity compared to BME workforce
  • NHSE National Figure for 2022: 13.2%
  • NCIC 2022 (Staff survey data is from 2021): 0%
  • NCIC 2023 (Staff Survey data is from 2022): 0%

​​​​​​​​​​​​​​​​​​​​​Areas of improvemen​​​​​​​t

We have seen an improvement in the following areas:

  1. Indicator 1: Percentage of staff working in NHS Trusts in England from a black and minority ethnic (BME) background increased by 2.1%
  2. Indicator 4: Relative likelihood of white staff accessing non–mandatory training and continuing professional development (CPD) compared to BME staff  has reduced by 0.23% to 1.01%. NHS England National WRES Team determine equity as 1.0%. 
  3. Indicator 6: Percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months has reduced by 4.6%.
  4. Indicator 7: Percentage of staff believing that their trust provides equal opportunities for career progression or promotion has increased by 5%.
  5. Indicator 8: Percentage of staff that personally experienced discrimination at work from a manager, team leader or other colleagues has reduced by 4.4%.

Areas of Decline

We have seen a decline in the following areas:

  1. Indicator 2: Percentage of white applicants being appointed from shortlisting compared to BME applicants increased by 15.88%.
    This indicator declined due to the number of applications received from people of African origin (12,641 applications) for Nursing positions who do not hold NMC registration which is a mandatory requirement therefore unable to shortlist.
  2. Indicator 3: Relative likelihood of BME staff entering the formal disciplinary process compared to white staff increased by 0.75%.
    This indicator declined due to 3 BME staff entering the formal disciplinary process, compared to 32 white staff.
  3. Indicator 5: Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months has increased by 4%. 
    ​​​​​​​This decline has been analysed and is a focus of our National Staff Survey Strategic Improvement Plan.