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.

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 9 indicators

Indicator Descriptor
Indicator 1 Percentage and number of staff in NHS Trusts by ethnicity
Indicator 2 The relative likelihood of white applicants being appointed from shortlisting compared to Black and Minority Ethnic (BME) applicants
Indicator 3 The relative likelihood of BME staff entering the formal disciplinary process compared to white staff
Indicator 4 The relative likelihood of white staff accessing non-mandatory training and CPD compared to BME staff
Indicator 5 Percentage of staff experiencing harassment, bullying or abuse from patients, relatives, or the public in last 12 months
Indicator 6 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
Indicator 7 Percentage of staff believing that their Trust provides equal opportunities for career progression or promotion
Indicator 8 Percentage of staff experiencing discrimination at work from staff in the last 12 months
Indicator 9 The representation of BME people among board members

Ethnicity Workforce Profile – March 2025

7422 colleagues were employed by NCIC as of 31st March 2025

Ethnicity Number of colleagues % of workforce
BME 990 13%
White 6,307 85%
Not declared 125 2%

Indicator 1

Percentage of Non-Clinical Staff
Bands BME White Not Declared
Number % Number % Number %
Bands 1 to 4 40 2% 1308 71% 12 Less than 1%
Bands 5 to 7 24 1% 351 19% 4 Less than 1%
Bands 8a to 8d 2 Less than 1% 87 5% 2 Less than 1%
Bands 9 and very senior management 1 Less than 1% 8 Less than 1% 1 Less than 1%
Total 67 4% 1754 95% 19 1%
Percentage of Clinical Staff
Bands BME White Not Declared
Number % Number % Number %
Bands 1 to 4 105 2% 1596 31% 20 Less than 1%
Bands 5 to 7 518 10% 2522 50% 57 1%
Bands 8a to 8d 16 Less than 1% 248 5% 7 Less than 1%
Bands 9 and very senior management 1 Less than 1% 3 Less than 1% 0 Less than 1%
Total 640 12% 4369 86% 84 2%
Percentage of Medical Staff
Grade BME White Not Declared
Number % Number % Number %
Medical and Dental Consultant 122 25% 136 28% 13 3%
Medical and Dental Consultant Career Grade 62 13% 33 7% 2 Less than 1%
Medical and Dental Trainee Grade 99 20% 15 3% 4 Less than 1%
Total 283 58% 184 38% 19 4%

Regional Summary for 2024 – Benchmarking Data

This summary shows the data provided by NHS England for reporting year 2023/24 and shows the comparison between our Trust, Region, Sector and National.

As shown in the summary, our BME workforce is less than regional, sector and national organisations, however the BME population of Cumbria is approx. 5% (Census data 2021) with the White population recorded as 95%.

RAG rating descriptor as follows:

RAG rating.png

Benchmark summary.png

Indicator 2 – Relative likelihood of staff appointed from shortlisting across all posts

  • Likelihood of white staff being appointed from shortlisting (1139/3868) = 0.29
  • Likelihood of applicants from an ethnicity minority background being appointed from shortlisting (137/1632) = 0.08
  • The relative likelihood of white staff being appointed from shortlisting compared to applicants from an ethnic minority background (0.29/0.08) = 3.51
  • The data submitted for 2024 showed the relative likelihood of white staff being appointed from shortlisting compared to applicants from an ethic minority background was 2.56
  • UKVI made significant changes to sponsorship eligibility criteria in April 2024 including increasing minimum salaries along with removing sponsorship opportunities for Band 2 Health Care Assistant vacancies. This has reduced the number of ethnic minority background applicants being shortlisted

Indicator 3 – Relative likelihood of BME staff entering the formal disciplinary process compared to white staff

Likelihood of white staff entering the formal disciplinary process (9/6307) = 0.001

Likelihood of colleagues from an ethnic minority background entering the formal disciplinary process (1/990) = 0.001

The relative likelihood of colleagues from an ethnic minority background entering the formal disciplinary process compared to white staff  = 0.71

The data submitted for 2024 showed the relative likelihood of colleagues from an ethic minority background entering the formal disciplinary process compared to white staff was 0.26

Staff from ethnic minority backgrounds are equally likely as White staff to enter the disciplinary process

Indicator 4 – Relative likelihood of staff accessing non-mandatory training and CPD

Likelihood of white staff accessing non-mandatory training (6220/6307) = 0.98

Likelihood of colleagues from an ethnic minority background accessing non-mandatory training (1046/990) = >1.00 – It is assumed that this figure includes multiple access by individual staff

The relative likelihood of colleagues from an ethnic minority background accessing non-mandatory training compared to white staff  (0.98/1.0) = 0.98

The data submitted for 2024 showed the relative likelihood of white staff accessing non-mandatory training compared to colleagues from an ethnic minority background was 0.99

Indicators 5 - 8

Indicator Ethnicity March 2024 (2023 survey) March 2025 (2024 survey)

Indicator 5

Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months

White

21.7%

21.4%

BME

18.8%

28.4%

Indicator 6

Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months

White

22.9%

22.4%

BME

23.2%

31.3%

Indicator 7

Percentage of staff believing that the organisation provides equal opportunities for career progression or promotion

White

55.1%

55.9%

BME

49.3%

51.2%

Indicator 8

In the last 12 months have you experienced discrimination at work from manager/team leader or other colleagues

White

7.8%

7.1%

BME

16.1%

19.9%

Indicator 9 – Board representation

As of March 2025, 13% of the Trust's workforce identified as being from an ethnic minority background. Of the Trust’s nine voting Board members, one (11%) identified as being from an ethnic minority background.

Key Headlines

  • BME staff representation remains at a static position at 13% across the Trust workforce
  • White applicants are 3.51 times more likely to be appointed from shortlisting than BME applicants
  • BME staff are equally likely as White staff to enter the disciplinary process
  • The relative likelihood of colleagues from an ethnic minority background accessing non-mandatory training compared to white staff is 0.98. This figure indicates near parity, however still highlights a slight disparity
  • BME staff continue to report higher levels of bullying, harassment and discrimination from patients, colleagues and managers. This has further increased dramatically over the last 12 months. There is a Trust wide initiative being taken forward from April 2025 with key stakeholders involved and work identifying Top 5 hot spots to inform reasons, support and interventions which will be rolled out across the Trust
  • The Cultural Diversity Staff Network will be focused on bullying, harassment and discrimination against BME colleagues through identified and agreed action plans which will be monitored through the EDI Steering Group
  • Perception of equal opportunities for career progression has improved among our BME staff

WRES action plan

Action Lead Date

Develop a Trust-wide EDI Strategy with a specific focus on creating a sense of belonging  

Director of People

Q3

Continue to develop the reverse mentoring programme with a specific focus on ethnicity

Learning and OD Team

Q3

Continue to deliver the EDI communication and engagement plan to develop case studies and stories of lived experience

EDI Coordinator

Q1 onwards

Grow and develop the Respect & Inclusion Ambassador across Collaboratives, Services and Departments to support the inclusion agenda

People Promise Team and Freedom to Speak Up Team

Q1 onwards

Review and adapt recruitment practices to improve BME representation across all bands

People Services

Q2

Develop a bystander training approach which focuses on the reduction of bullying, discrimination and harassment incidents

EDI Coordinator

Q2-Q3

In collaboration with Freedom to Speak Up and People Services colleagues, provide staff with the opportunity to speak up via listening events and site visits with specific focus on bullying, discrimination and harassment, identifying themes and interventions 

People Promise Team, People Services Team & Freedom to Speak Up Team

Q1 onwards

Conclusion

  • Following analysis of the WRES data we have identified that the greatest area of concern was in relation to the bullying, discrimination and harassment of BME colleagues in 2024 and this has further worsened during 2025. This will be addressed through listening events and further research by key stakeholders such as FTSU, People Services and Unions. Development of action plans will be undertaken, monitored and reviewed in consultation with the EDI Steering Group and Cultural Diversity Staff Network to ensure appropriate interventions are implemented and improved outcomes for our BME colleagues are obtained
  • Improvements will be supported via the development and implementation of an EDI Strategy, enhanced two way communication and engagement plan and further recruitment of Respect and Inclusion Ambassadors across all Collaboratives to support the delivery of the Trust wide EDI agenda
  • Review of recruitment and selection practices will ensure any representation disparity is identified and addressed