Workforce race equality standard (WRES) and Workforce Disability Equality Standard (WDES)
WRES
Research has shown that the experience of Black and Minority
Ethnic (BME) staff in the NHS is worse, on average, than that of
white NHS staff. In many NHS organisations there are very few BME
staff in the senior leadership teams, even where the workforce has
a high number of BME staff and where the organisation provides
services to communities with large number of BME patients.
The NHS Equality and Diversity Council announced in
July 2014 that it had agreed action to ensure employees from
BME backgrounds have equal access to career opportunities
and receive fair treatment in the workplace.
The Workforce Race Equality Standard (WRES) was developed as a
result. The standard consists of 9 indicators, as
follows:
|
1
|
Percentage of BME staff in Bands 8-9 and Very Senior Managers
(VSM) (including executive Board Members and senior medical staff)
compared with the percentage of BME staff in the overall
workforce
|
|
2
|
Relative likelihood of BME staff being appointed from
shortlisting compared to that of white staff being recruited from
shortlisting across all posts
|
|
3
|
Relative likelihood of BME staff entering the formal
disciplinary process, compared to that of white staff entering the
formal disciplinary process, as measured by entry into a formal
disciplinary investigation.
|
|
4
|
Relative likelihood of BME staff accessing non mandatory
training and CPD compared to white staff.
|
|
5
|
Percentage of staff experiencing harassment, bullying or abuse
from patients, relatives or the public in the last 12 months
|
|
6
|
Percentage of staff experiencing harassment, bullying or abuse
from staff in the last 12 months.
|
|
7
|
Percentage believing that the trust provides equal opportunities
for career progression or promotion.
|
|
8
|
In the last 12 months have you personally experienced
discrimination at work from any of the following b) manager/team
leader or other colleagues.
|
|
9
|
Boards are expected to be broadly representative of the
population they serve.
|
More information on the WRES can be found by visiting http://www.england.nhs.uk/ourwork/gov/equality-hub/equality-standard/.
Southend Hospital is fully committed to implementing the
WRES. This is because we recognise that care is more likely
to meet patients' needs and to be safer when our leadership is
drawn from diverse communities and when our own staff are free from
discrimination and feel supported, respected and engaged in their
work.
The trust has already done the analysis of our own data required
and you can see the action plan below.
WDES
The NHS Workforce Disability Equality Standard (WDES) is
designed to improve workplace experience and career opportunities
for Disabled people working, or seeking employment, in the National
Health Service (NHS). The WDES follows the NHS Workforce Race
Equality Standard (WRES) as a tool and an enabler of change.
The WDES is a series of evidence-based Metrics that will
provide NHS organisations with a snapshot of the experiences of
their Disabled staff in key areas. By providing comparative data
between Disabled and non-disabled staff, this information can be
used to understand where key differences lie; and will provide the
basis for the development of action plans, enabling organisations
to track progress on a year by year basis. The WDES provides a
mirror for the organisation to hold up to itself, to see whether or
not it sees a reflection of the communities that it serves.
Further information about the WDES and the metrics used are
contained within the Technical Guidance documents below.