‘I’m a CSP rep. How can I use data from the Workforce Race Equality Survey report to benefit CSP members?’
Initiated in 2015, the Workforce Race Equality Survey (WRES) was set up to improve racial equality in NHS England with a view that it must be targeted and data-driven. Published annually, the report highlights the experience of Black, Asian and minority ethnic NHS England staff using data gathered across nine indicators, including a comparison against previous years’ data.
The 2022 report reveals that the overall percentage of Black, Asian and minority ethnic staff has risen in NHS England, alongside an increase for Black, Asian and minority ethnic staff sitting on boards and in very senior manager positions.
However, there are still considerable gaps between the workforce as a whole and executive level, and Black, Asian and minority ethnic staff are still significantly more likely to enter a formal disciplinary process when compared to white colleagues.
The report also found that bullying and harassment from other staff primarily affects Black, Asian and minority ethnic colleagues.
Where intersectionality is considered, women from a Black background (19.8 per cent) and women from an Arabic background (18.4 per cent), experienced high levels of discrimination from other colleagues in the last 12 months.
As trusts develop their plans for improving organisational culture and better protecting the health and wellbeing of staff, they should be analysing their local datasets and develop evidence-based action plans on their race equality agenda.
As a CSP workplace rep, you can influence your trust’s response to WRES. Have you asked these questions?
- has your organisation published their 2022 WRES report and made it available to staff?
- do their conclusions and actions reflect the published data?
- will Black, Asian and minority ethnic staff be involved with any issues arising from the survey?
- is there ongoing meaningful engagement with staff networks, including Black, Asian and minority ethnic networks?
- is the percentage of Black, Asian and minority ethnic staff responding to local and national staff surveys as high as that of white staff? If not, are there any barriers to completing the survey?
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