WRES and EDS2

The Workforce Race Equality Standard

Recent research has shown that action is needed to ensure that employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities, and receive fair treatment in the workplace. The research highlighted disparities in the number of BME people in senior leadership positions across the NHS, as well as lower levels of wellbeing amongst BME populations. The Workforce Race Equality Standard (WRES) for the first time requires organisations employing almost all of the workforce in NHS (or NHS-funded services) to demonstrate progress against a number of equality and inclusion indicators. We are therefore publishing our findings in this area. Our Workforce Race Equality Standard, with its analysis of the current situation and series of action steps, can be accessed here.

NHS Equality Delivery System 2 (EDS2)

In February 2015, we worked with a panel of independent equality advisors from Healthwatch Bristol to support us in our first EDS2 self-assessment. There are four goals to this performance review:

“There was substantial evidence that some of Bristol Community Health’s 35 service areas are implementing commendably ‘good practice’ particularly in relation to Learning Disabilities and BME communities. However, there is sadly little evidence to determine the extent to which this ’good practice’ is equally implemented across all nine characteristics.” Report from Healthwatch Bristol Equality Expert Group

  1. Better health outcomes.
  2. Improved patient access and experience.
  3. A representative and supported workforce.
  4. Inclusive leadership.

There are four categories of grading for each goal; underdeveloped, developing, achieving and excelling.

Following a series of staff and patient workshops, and on the basis of the evidence we provided, we were awarded ‘developing’ for goals 1, 2 and 3 and ‘underdeveloped’ for the fourth goal of Inclusive Leadership. Click here to take a look.

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