The NHS Workforce Race Equality Standard (WRES) was introduced in 2015 to help prompt enquiry to better understand why it is that BAME staff often experience much poorer treatment than White staff and facilitate the closing of those gaps in experience.
The nine WRES Indicators use data from the NHS Annual Staff Survey and data from the NHS Employee Staff Record (ESR).
From April 2016 onwards, progress on the WRES has been considered as part of the CQC’s “Well-led” domain.
At Newcastle Hospitals, together with the BAME Staff Network, we have implemented a number of initiatives to improve a ‘sense of belonging’ and raise awareness of the issues faced by our BAME workforce and our WRES action plan identifies our current priorities.
Our approach has been and continues to be multifactorial, with the overall aims are to raise awareness, ensure transparency, increase staff engagement and create a sense of belonging.
