Equality and diversity
We are committed to placing equality and diversity at the heart of everything we do, both as an employer and as a provider of public services and an NHS organisation, and are always looking for ways to improve how we perform in these areas.
The Workforce Race Equality Standard (WRES)
The Workforce Race Equality Standard (WRES) was developed to help organisations identify and address any areas that will improve the workplace experience, opportunities and representation at all levels for Black, Asian and Minority Ethnic (BAME) staff.
The standard was mandated in 2015 for NHS commissioners and NHS healthcare providers. Although it is not mandatory for NHS Resolution to complete or publish our WRES data, in line with our commitment outlined in our business plan and in support of our recently developed, and soon to be published, Equality, diversity and inclusion (EDI) strategy, we have completed our WRES return for both 2018/19 and 2019/20.
The completed reviews consider our local workforce data against the nine national WRES indicators. Four of the indicators focus on workforce data, four are based on data from the national NHS staff survey questions and one indicator focuses on BAME representation on boards.
Actions resulting from these returns will be incorporated into the organisation’s Equality, diversity and inclusion strategy and associated action plan.
Gender pay gap
Along with other parts of government and the NHS, we have published our gender pay data publicly to promote equality in the workplace. This is part of the Gender pay gap: closing it together campaign. The UK gender pay gap average is 18.1%. You can see our data and that of other UK employers on the gender pay gap viewing service.
As part of the new regulations, by April 2018 employers will be required to publish their median and mean gender pay gap figures, publish the proportion of men & women in each quartile of the pay structure and the gender pay gaps for any bonuses paid out during the year.
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