A fair experience for all: Closing the ethnicity gap in rates of disciplinary action across the NHS workforce

A fair experience for all: Closing the ethnicity gap in rates of disciplinary action across the NHS workforce
NHS England 4 July 2019

• While not a definitive blueprint, this report sets out NHS targets for reducing the disproportionate share of black and minority ethnic staff being subject to disciplinary cases. It sets out expected rates of improvement in closing the gap in the likelihood of entry into the disciplinary process between BME and white staff across NHS trusts, CCGs and the national ALBs for 2020, 2021 and 2022.
• The report gives four models of good practice for reducing the disproportionate gap in BME and white staff entering the formal disciplinary process. 

WRES data report December 2017

Workforce Race Equality Standard data reporting – December 2017
NHS England 13 December 2017

• The 2017 report is the third publication since the NHS Workforce Race Equality Standard (WRES) was mandated and covers all nine indicators.

NHS Workforce Race Equality Standard 2016 data report

NHS Workforce Race Equality Standard - 2016 data report
NHS England 19 April 2017

• This report provides a national picture of the implementation of the nine WRES indicators across NHS Trusts. It highlights trusts where there is room for improvement and effective interventions by WRES indicator themes.

NHS Workforce Race Equality Standard - 2015 data report

NHS Workforce Race Equality Standard: 2015 Data Analysis Report for NHS Trusts
NHS Equality & Diversity Council May 2016

• The Workforce Race Equality Standard (WRES) was included in the 2015/16 NHS standard contract for NHS providers, and from 1 July 2015, provider organisations submitted their baseline data against the nine WRES Indicators. This report presents the 2015 WRES baseline data for the four WRES Indicators that align to the NHS Staff Survey by NHS trust type.
• The report contains the raw data for the charts by trust type and additional analyses by geographical region.

Inequalities in the NHS and how to make a difference

Making the difference: diversity and inclusion in the NHS

Kings Fund, November 2015

• The report uses data from the NHS Staff Survey is to assess the scale  of inequalities in the NHS and address the question of how to make a difference at individual, team, organisational and national levels.
• Key findings 
• Overall, levels of reported discrimination vary significantly by type of trust, location, gender, age, ethnicity, sexual orientation, religion and disability status. 
• Reported levels of discrimination are highest in ambulance trusts. 
• Overall, women are less likely to report experiencing discrimination than men (except in the case of ambulance trusts). 
• Older staff are less likely to report experiencing discrimination than younger staff. 
• Reported levels of discrimination are highest for Black employees and lowest for White employees; all other non-White groups are far more likely to report experiencing discrimination than White employees. 
• People from all religions report discrimination on the basis of their faith, but this is by far the highest among Muslims. 
• Disabled staff report very high levels of discrimination; levels of reported discrimination are highest among all the protected characteristics groups.