NHS ethnic monitoring exercise

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One of the largest of such monitoring exercises, the Workforce Race Equality Standard (WRES), is an assessment of race equality in the NHS based on nine indicators measured every year since 2015. These compare, by ethnicity:

• the percentage of staff in each pay band

• the likelihood of being appointed from shortlisting

• the likelihood of being subject to disciplinary proceedings

• the likelihood of accessing training and development opportunities

• the percentage of staff being bullied, harassed or abused by the public

• the percentage of staff being bullied, harassed or abused by staff

• the percentage of staff that feel they have equal opportunity for career progression

• the percentage of staff who say they have been discriminated against at work

• the number of members of boards compared with numbers of staff

This gives the organisation a clear idea of whether or not it is progressing in these areas and at what speed. The latest figures suggest that the NHS is becoming fairer when it comes to recruitment, entry into formal disciplinary processes and non-mandatory training. However, the “cultural indicators”, those focussing on harassment and bullying, opportunities for career progression and discrimination, have shown little progress for BAME staff, and in some cases have got worse.