Workforce race equality standard 

Recent research and high profile reports (e.g. Kline 2014 and Francis QC 2015) as well as a considerable body of evidence,  has shown that the treatment and experience of BME staff within the NHS, is on average, significantly worse than those of white NHS staff.  Across the NHS as a whole, the research highlights workforce inequality that includes areas such as promotion, grading, disciplinary, bullying and access to mandatory training. The absence of representation in senior leadership positions across the NHS is also significant.

This research was considered by the Equality and Diversity Council (EDC) in 2014 who concluded that early and decisive steps needed to be taken to remedy the situation for the benefit of patients and staff. Following a three month consultation period, the WRES was accepted for implementation; for the first time, organisations employing almost all of the 1.4 million NHS workforce, are required to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of BME Board representation. It is also planned that the regulatory bodies, the Care Quality Commission and Monitor, are also planning to use the standard to help assess whether organisations are ‘well-led’.       

Buckinghamshire Healthcare NHS Trust

Trust indicators for 2018 can be found here.

Our WRES action plan for 2018/2019 will be available soon

Trust indicators for 2017 can be found here.

Our WRES action plan for 2017-2018 can be found here.

Trust indicators for 2016 can be found here.

Our WRES action plan for 2016 can be found here.

Our WRES 2016 board papers can be found here.

Trust indicators for 2015 can be found here.

This current data is high level and requires greater analysis to understand where the key issues and solutions lie. For example, to understand the data regarding senior managers it will be important to consider the ‘pipeline’ below the most senior levels in Bands 5-7.  We are therefore starting work to carry out this analysis and put in place plans that will enable us to embed the EDS2 and WRES across the organisation.