The NHS Workforce Race Equality Standard (WRES) was introduced in 2015 to focus national and local effort in ensuring staff from black and minority ethnic backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
The WRES prompts inquiry and assists participating organisations to develop and implement evidence based responses to the challenges their data reveals.
The WRES requires a self-assessment against nine indicators. Four of the indicators relate specifically to workforce data; four are based on data from the national NHS Staff Survey questions; and one considers BAME (Black, Asian and Minority Ethnic) representation on boards.
Clinical Commissioning Groups have two roles in relation to the WRES – as commissioners of NHS services and as employers. Since April 2015 the WRES has been included in the NHS standard contract, with trusts producing and publishing their WRES results on an annual basis. In addition to the NHS standard contract, the CCG Improvement and Assessment Framework also requires CCGs to give assurance to NHS England that their providers are implementing and using the WRES.
CCGs are required to commit to the principles of the WRES and apply as much of it as possible to their own workforce, though they are not formally required to fully apply the WRES to themselves as often CCG workforces are too small for the WRES indicators to either work properly or to comply with the Data Protection Act 2018. At a minimum level, CCGs are expected to have ‘due regard’ to using the WRES in helping to improve workplace experiences and representation at all levels for their own BAME staff.
Given the size of the workforce for BSol CCG and to demonstrate good leadership, to identify concerns within the workforce and set an example to providers the WRES has been fully implemented by the BSol CCG.
You can read the latest BSol CCG WRES findings and report here.