EQUALITY, INCLUSION and DIVERSITY
RACE AND EQUALITY BY TRUST
Organisation Code . Trust Type . Region . Organisation Name . Likelihood of White staff entering the formal disciplinary process . Likelihood of BME staff entering the formal disciplinary process . Relative likelihood of BME staff entering the formal disciplinary process compared to White staff.
NHS WORKFORCE RACE EQUALITY STANDARD
2018 Data Analysis Report for his NHS Trusts ... 48 pages
The WRES was introduced in 2015 to reveal and thereby help close the gaps in workplace inequalities between black and minority ethnic (BME) and white staff working in the NHS. Getting this right is critical; evidence shows that a motivated, included and valued workforce helps deliver high quality patient care, increased patient satisfaction and better patient safety – it also leads to more innovative and efficient organisations.
LONDON AMBULANCE SERVICE - GENDER PAY REPORT - As at March 2017
Any organisation that has 250 or more employees is now obliged to publish and report specific figures about gender pay. The first report uses the snapshot date of 31 March 2017 and must be publicly reported by 30 March 2018.
A gender pay gap is the difference between the average earnings of men and women across an organisation, expressed relative to men’s earnings.