Workforce Race Equality Standard (WRES): sharing good practice case studies: Nottingham University Hospitals NHS Trust – NHS England and NHS Improvement

This case study shows how the key ambition of the trust is to increase the BME representation at leadership and senior management levels at bands 8a – 9 and very senior managers (VSM).

Workforce Race Equality Standard (WRES): sharing good practice case studies: North East London NHS Foundation Trust – NHS England and NHS Improvement

This case study give information on the key ambitions of the trust to improve the systemic recording and tracking of staff who apply, are successful and complete continuous professional development (CPD) training.

Workforce Race Equality Standard (WRES): sharing good practice case studies: Mersey Care NHS Foundation Trust – NHS England and NHS Improvement

This case study shows the trust’s ambition of reducing the disproportionate rate of BME staff entering the formal employee relations process compared to their white peers, with no case to answer.

Workforce Race Equality Standard (WRES): sharing good practice case studies: Chesterfield Royal NHS Foundation Trust – NHS England and NHS Improvement

This case study shows the trust’s ambition to continuously close the gap in experiences between BME and white staff on discrimination at work from a manager / team leader or other colleagues.

Workforce Race Equality Standard (WRES): sharing good practice case studies: London HRD Network in collaboration with NHS trusts across the London region – NHS England and NHS Improvement

This case study gives information on the region wide aim of reducing the disproportionate rate of BME staff entering the formal employee relations process compared to their white peers in London NHS trusts.

HSC (2000) 030: Human Resources Performance Framework – Department of Health

This national Human Resources Performance Framework (HRPF), foreshadowed in the NHS Plan, is intended to support the Service in measuring and maintaining progress on the three strategic aims of ‘Working Together – Securing a Quality Workforce for the NHS’, to

2018 Global Ministerial Mental Health Summit: Report and Declaration on Achieving Equality for Mental Health in the 21st Century – Department of Health and Social Care

A summary of the first Global Ministerial Mental Health Summit, which was held in London in 2018. This report covers the themes, experiences and learning from the discussions at the summit.  It includes: a summary of the key issues and

Workforce Race Equality Standard (WRES) Experts programme cohort two biographies – NHS England

This document provides information on the WRES experts programme, which aims to equip NHS organisations with in-house expertise to improve workforce race equality.

Memorandum of Understanding On the role of the National Adviser on LGBT Health – Government Equalities Office , Department of Health and Social Care (DHSC) and NHS England

This Memorandum of Understanding (MoU) sets out matters agreed between the Government Equalities Office (GEO), the Department of Health and Social Care (DHSC) and NHS England in relation to the role, function and responsibilities of the National Adviser on LGBT

The role of the GP in caring for gender-questioning and transgender patients – Royal College of General Practitioners

Royal College of General Practitioners (RCGP) paper that provides an overview of the key issues facing gender-questioning and transgender patients, general practice and the broader health system. It establishes the RCGP’s position on the role of a GP in providing

Personalised care for veterans in England: A guide for clinical commissioning groups and local authorities – NHS England

This document sets out a new personalised care approach for those veterans who have a long term physical, mental or neurological health condition or disability.

Obesity and Work: Challenging stigma and discrimination – Institute of Employment Studies

This report is intended to enhance workplace practice surrounding obesity. It seeks to discuss how the effects of obesity extend to people’s working lives, raising issues related to productivity and absenteeism as well as highlighting the level of discrimination that

Fair to refer? Reducing disproportionality in fitness to practise concerns reported to the GMC – General Medical Council

General Medical Council (GMC) research to understand why some groups of doctors are referred to the GMC for fitness to practise concerns more, or less, than others by their employers or contractors and what can be done about it. In particular,

Elitist Britain 2019: The educational backgrounds of Britain’s leading people – Social Mobility Commission

This report is an update to Elitist Britain 2014. It explored the educational background of leading figures across 9 broad areas: politics business the media Whitehall public bodies public servants local government the creative industries women and sport The report also

Independent review of the Modern Slavery Act: final report – Home Office

The final report and recommendations of the independent review of the Modern Slavery Act 2015. The review considered specific provisions in the Modern Slavery Act 2015: the role of the Independent Anti-Slavery Commissioner, transparency in supply chains, Independent Child Trafficking

Workforce Race Equality Standard: 2018 WRES data analysis report for eight national healthcare organisations – NHS England

Key findings across the eight national healthcare organisations ( Care Quality Commission, Health Education England, NHS Blood and Transplant, NHS Business Services Authority, NHS Digital, NHS England, NHS Improvement, and Public Health England.) show: Seven of the eight organisations had

Workforce Disability Equality Standard (WDES): Letter from Joan Saddler and Simon Stevens – NHS England

Letter from Joan Saddler and Simon Stevens to NHS Trust CEOs from Simon Stevens and Joan Saddler, Co-Chairs of the Equality and Diversity Council, confirms the launch of the Workforce Disability Equality Standard (WDES).