​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 has published its first set of data in July 2015 presenting the findings both publicly and internally. The Trust also had to submit our findings to the Co-ordinating Commissioners and also to the NHS. The metrics should only be viewed as a starting point for Trusts.

The Trust has to report on its progress over the last 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 NHS Workforce Race Equality Standard 2016 Data Analysis Report for NHS Trusts was published in 2017. This is the second WRES annual data report and the most comprehensive one so far. It will be invaluable to all NHS provider organisations – provider trusts, commissioning organisations, Arm’s Length Bodies, as well as to the new models of care – the Vanguards and Sustainable and Transformational Plans (STPs) in understanding the challenges we face on Workforce Race Equality.

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 Five Year Forward View and complements other NHS policy frameworks such as Developing People – Improving Care, as well as the principles and values set out in The NHS Constitution.

The NHS Five Year Forward View commits to the delivery of high quality, safe, patient focused care is dependent on professional commitment, strong leadership and a caring culture and it regards workforce equality as an essential element of achieving that. The WRES is identified as a key element towards enabling the realisation of that commitment.

Action Plan

The Trust is developing a new action plan to ensure we are consulting and are inclusive in our approach we will be using the EDS2 events with both staff and community representatives to influence the new objectives. These events have taken place in December 2017 and the new action plan with the results from EDS2 will be added as a report to the WRES and will help direct the new action plan in 2018. The Trust is in consultation with our BME staff, using their expertise and knowledge to help formulate the action plan.

WRES 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

Contact Details

Mohammed Ramzan – Equality, Diversity and Inclusion Lead