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Workforce race equality standard (WRES) and Workforce Disability Equality Standard (WDES)


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:


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


Relative likelihood of BME staff being appointed from shortlisting compared to that of white staff being recruited from shortlisting across all posts


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.


Relative likelihood of BME staff accessing non mandatory training and CPD compared to white staff.


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


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


Percentage believing that the trust provides equal opportunities for career progression or promotion.


In the last 12 months have you personally experienced discrimination at work from any of the following b) manager/team leader or other colleagues.


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.



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.