Reporting on equality and diversity

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As part of our duties we must collect a range of data and publish this.

Equality impact assessments

Equality impact assessments (EIA) help to ensure that our policies, functions and services are not discriminatory. We have a legal duty to assess whether an EIA is needed and to publish the report and action plan on our website.

Workforce monitoring

Under the Equality Act 2010, employers need to set out arrangements for how they will meet specific employment duties. We collect a range of employment data to monitor diversity and inequalities and publish the results in our monitoring reports below. 

Workforce Race Equality Standard

The aim of the Workforce Race Equality Standard (WRES) is to improve the experience of Black and Minority Ethnic (BME) staff in the workplace. This includes employment, promotion and training opportunities. It also applies to BME people who want to work in the NHS. Additionally, this applies to BME staffs’ experience of the employee relations process. This can be achieved by taking positive action to eliminate discrimination, harassment and unfair treatment of BME staff in the workplace.

Gender pay gap

On 31 March 2017, it became mandatory for public sector organisations with more than 250 employees to report annually on their gender pay gap. In accordance with the legislation, we have published six key measures of the gender pay gap on the Government’s website.

In this report, we set out the statistics we are required to publish under the reporting regulations, and also set out some of the analyses we have undertaken to help us to understand our results.

  • Gender pay gap reports

    Gender pay gap report 2018

    This report compares the pay of female employees to that of male employees.

    Gender pay gap report 2017

    This report compares the pay of female employees to that of male employees.
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