Analysis of race equality in the workforce
Here, we present the highlights of our analysis of race equality in our workforce, using the indicators set out in the NHS Workforce Race Equality Standard. We have presented our key findings for 2023 and compared with previous years to identify and highlight trends.
WRES reporting and subsequent recommendations and actions support the delivery of our people and wellbeing strategy, ‘Belonging at SCW’.
What is the NHS Workforce Race Equality Standard?
The purpose of the NHS Workforce Race Equality Standard (WRES) is to ensure that job applicants and employees, regardless of their race, ethnic background or national origin, have equal access to opportunities and receive fair treatment in the workplace.
It uses a series of indicators to compare the outcomes and experiences of Black or Minority Ethnic (BME) and White employees in the NHS. SCW has been reporting our progress against the nine WRES indicators since 2016.
Definitions
When we use the term 'Black or Minority Ethnic' employees in this report, we are referring to employees who describe their identity as being from a visible minority ethnic background, including Black, Asian, Chinese, Arabic or Dual/Mixed Heritage.
When we use the term 'White, we are referring to employees who describe their identity as being from a White British or any other White ethnic background, including Irish or European.
Context
Although not mandated for commissioning support units, SCW is committed to collecting and analysing data against the WRES Indicators. The results support us to plan and take action to reduce disparities in outcomes and workplace experiences between BME and White employees and job applicants.
This approach reflects our organisational values, supports our aspiration of making SCW a ‘Great Place to Work’ and contributes to our 2023/25 Business Plan objective to ‘Create a strong, diverse and sustainable workforce' and prioritise the wellbeing of our people. It also resonates with several commitments made in the NHS People Plan, for example retaining staff, reducing harassment, bullying and abuse and supporting the development of more diverse leadership teams.
The information presented is from the following sources:
- Electronic Staff Record (ESR): 31 March 2023
- NHS Jobs recruitment data: 1 April 2022 to 31 March 2023
- Human resources information on the disciplinary process: 1 April 2021 to 31 March 2023
- Learning and development records: 1 April 2022 to 31 March 2023
- National NHS staff survey responses for 2022
Summary of findings
Below are our key findings for 2023, compared to 2022 figures, indicating where we have improved, regressed or not changed.
- As of 31 March 2023, 15.0% of SCW employees (259 individuals) are Black or Minority Ethnic (BME). 80.1% of the workforce is White whilst 4.8% of the workforce ethnicity is unknown.
- The number of BME employees in SCW increased from 2022 to 2023 (+21 people, 13.0% of workforce growth), however the decrease in proportion of BME employees suggests that SCW is not recruiting or retaining BME employees at an equitable rate compared to White employees.
- BME representation is variable across the pay bands and is lowest at bands 8c+ and band 3 where it is lower than representation at the whole workforce level. Despite this, there has been an increase in BME representation at band 8c and band 9.
- BME representation is highest at band 4, this has changed from 2022 where representation was highest at band 6.
Non-mandatory training
In 2023, White employees were 3.1 times more likely to access non-mandatory training or continuing professional development (CPD) compared to BME colleagues. This represents 1.9% of BME employees and 6.0% of White employees.
This is a change from 2022 where BME employees were more likely to access non-mandatory training and CPD compared to White employees.
Recruitment outcomes
From 1 April 2022 to 31 March 2023, White job applicants were 2.14 times more likely to be appointed from shortlisting than BME applicants, (higher than national WRES in 2022: 1.54x). This has worsened since we last reported data in 2021.
Senior leadership representation
BME representation at bands 8d+ has increased from 4.6% in 2022 to 5.1% in 2023. BME employees were underrepresented at bands 8d+, -10.0% compared with representation in the workforce as a whole. This gap has decreased slightly since 2022. There has been no change in BME representation in the Executive Management Team.
White employees were overrepresented at bands 8d+, +5.9% compared with representation in the workforce as a whole. This gap has decreased slightly since 2022.
Formal disciplinary process
From 1 April 2021 to 31 March 2023, BME employees were 0.67x as likely to enter the formal disciplinary process compared to White colleagues. This represents no change from our last reported data in 2021 where White employees were more likely to enter the process.
Nationally, BME employees were 1.03x more likely to enter the formal disciplinary process compared to White colleagues.
Career progression
According to the staff survey 2022, 41.5% of BME respondents agreed that SCW provides equal opportunities for career progression or promotion, compared to 62.4% of White respondents.
This represents a decrease from 2021 where it was 55.7% and 69.8% respectively but remains higher than national WRES reporting of 44.4% for BME employees and 58.7% for White employees.
Discrimination
Based on the 2022 staff survey, BME employees were more likely to experience discrimination at 13.0% compared to White employees at 5.2%. Rates of discrimination increased overall from 2021 to 2022, from 9.4% to 13.0% for BME employees and 2.4% to 5.2% for White employees.
Harassment, bullying or abuse (HBA)
Patients, relatives, or the public
In 2022, 5.3% of BME employees and 3.7% of White employees experienced HBA from patients, relatives or members of the public compared to 0.9% and 1.3% in 2021.
Staff
Based on SCW’s 2022 staff survey, the gap has closed somewhat between BME and White employees, BME employees were 1.3 times more likely to experience HBA from a manager or other colleague than White employees, this disparity has decreased since 2021 when we reported it was 2.5 times. The rate of HBA from managers or other colleagues has increased from 11.3% in 2021 to 17.6% in 2022 for BME employees and from 4.5% to 13.2% for White employees.
Conclusion
- Build a benchmark for our business by implementing a robust SCW framework of ‘competence to recruit’ (improving management capability to recruit).
- Seek to better understand experiences of harassment, bullying, abuse and discrimination.
Recommendations
The leading themes throughout the report relate to recruitment, development, and progression of BME employees. Additionally, rates of harassment, bullying, abuse, and discrimination highlight the need for equality, diversity and inclusion immersion and enrichment of the SCW workforce. We will continue to pursue collective actions agreed in 2022 through our strategy development and delivery throughout 2024. This is reflected in the recommendations below.
- Measure impact of Recruitment Manager training through recruitment diversity data and outcomes, including career progression for existing employees.
- Draft our first ethnicity pay gap report to further understand the representation of BME employees across pay bands and support further recommendations to improve recruitment and progression.
- Develop our learning and development hub to include content on BME lived experience, anti-racism and cultural awareness in partnership with our BME network.
- Explore a dedicated, real-time reporting platform for employees to flag experience of HBA thus improving psychological safety and encouraging all employees to speak up.
- Continue to mark key calendar events with BME network and EMT involvement, such as Black History Month and Race Equality Week to celebrate BME colleagues, educate wider workforce and amplify BME voices.
- Continue to amplify and promote tools such as ‘Say My Name’ to aid avoiding the damaging microaggression surrounding mispronouncing names.
- Continue to engage in wider NHS programmes and groups such as NHS Employers Diversity in Healthcare Partners Programme, BME Leadership Network
- Continue to engage with BME employee network chairs and community members to support individual (academic, professional, pastoral) development.
Next steps
Following publication of the 2023 WRES report, the next steps will be to refresh our dashboard of measures relating to our Belonging at SCW strategy and ‘One SCW Action Plan’ to reflect on progress. These actions and measures will be revisited and reviewed continually with BME Network leads and People Services throughout 2024, adapting and updating where required. This report has brought SCW reporting in line with the national framework, our 2024 report will update all measures.
For further information please see the analysis of key findings following this section, or to request this information in a different language or format, please