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  • NHS Workforce Race Equality Standard (WRES) 2022 data analysis report for NHS trusts (22 February 2023)


    Patient Safety Learning
    • UK
    • Reports and articles
    • Pre-existing
    • Original author
    • No
    • NHS England
    • 22/02/23
    • Everyone

    Summary

    The 2022 Workforce Race Equality Standard (WRES) report enables organisations to compare their performance with others in their region and those providing similar services, with the aim of encouraging improvement by learning and sharing good practice. It provides a national picture of WRES in practice, to colleagues, organisations and the public on the developments in the workforce race equality agenda

    The WRES provide detailed analysis to enable employers to understand how their staff experience compares with others in their region and with similar specialism.

    Content

    Key findings:

    • As at 31 March 2021, 22.4% (309,532) of staff working in NHS trusts in England were from a BME background. This is an increase from 19.1% in 2018. There were 74,174 more BME staff and 71,296 more white staff in 2020 compared to 2018.
    • The total number of BME staff at very senior manager level has increased by 69.7% since 2018 from 201 to 341.
    • 93.5% – the proportion of trusts, where a higher proportion of BME staff compared to white staff experienced harassment, bullying or abuse from staff in the last 12 months.
    • The number of BME board members in NHS trusts increased by 128 (38.1%) between 2020 and 2022.
    • BME staff were 1.14 times more likely to enter the formal disciplinary process compared to white staff. This is the same as in 2021. There is a significant improvement from 2016 when the likelihood ratio was 1.56. BME staff were more than 1.25 times more likely to enter the formal disciplinary process at just under half of trusts.
    • 1 in 4 staff experienced abuse or harassment from the public, and as many from other staff.
    • The difference is that the abuse or harassment from the public affects both white and BME staff (this varies by region).
    • Abuse or harassment from other staff is mostly a problem of harassment for BME staff (and is seen in all regions).
    • White applicants were 1.54 times more likely to be appointed from shortlisting compared to BME applicants; this is lower than 2021. There has been year-on-year fluctuation but no overall improvement over the past seven years.
    • 42.8% of women from a white Gypsy or Irish Traveller background experienced harassment, bullying or abuse from patients, relatives or the public in the last 12 months.
    • Women from a black background (19.8%) and women from an Arabic background (18.4%), experienced high levels of discrimination from a manager/team leader or other colleagues in the last 12 months.
    • 35.4% of staff from a black background believed their trust provides equal opportunities for career progression or promotion, with levels below those of other ethnic groups since at least 2015, irrespective of gender.
    NHS Workforce Race Equality Standard (WRES) 2022 data analysis report for NHS trusts (22 February 2023) https://www.england.nhs.uk/publication/nhs-workforce-race-equality-standard-2022/
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