​Workforce Race Equality Standard


The aim of the Workforce Race Equality Standard (WRES) is to improve workplace experiences and employment opportunities for Black and Minority Ethnicity (BME) people in the National Health Service (NHS). It also applies to  BME people who want to work in the NHS.

The Equality & Diversity Council prioritised the development of the WRES to tackle race inequalities, the WRES was identified as the best means to achieve this by helping the NHS to improve by:

  • BME representation at Senior Management and Board level
  • To provide better working environments for the BME workforce

Closing Gaps

The WRES is a tool to identify gaps between BME & White staff experiences in the workplace this is measured through a set of Metrics. In closing the gaps this will achieve:

  • Tangible progress in tackling discrimination
  • Promoting a positive culture
  • Valuing all staff for their contribution to the NHS

The result will be high-quality patient care and improved health outcomes for all.


There are nine metrics related to the WRES, the Trust published its first set of data in July 2015 presenting the findings both publicly and internally. The Trust has also submited our findings to the Co-ordinating Commissioners and also to the NHS. 

The Trust annually has to report on its progress over the previous twelve months and are subject to scrutiny and inspection. These can be found in the WRES Reporting Template, which are available on this page.

Workforce Race Equality Standard Position Statement

The WRES continues to prompt inquiry and assist healthcare organisations to develop and implement evidence-based responses to the challenges their data reveal. It assists organisations to meet the aims of the NHS People Plan, as well as the principles and values set out in The NHS Constitution.

Reporting Templates



WRES Action Plan 2022 – 2023

WRES Data Comparison April 2021 – March 2022


WRES Action Plan 2021 – 2022


WRES Data Comparison March 2020 v March 2021

WRES Action Plan 2020 – 21


WRES Data Comparison March 2019 v March 2020

WRES action plan 2019 20


WRES Action Plan 2018 – 19

Ethnicity Pay Gap


WMAS Ethnicity Pay Gap Report 2021


WMAS Ethnicity Pay Gap Report 2022

Year on Year Comparison 2021 & 2022

Contact Details

Mohammed Ramzan – Equality, Diversity and Inclusion Lead