Equality reports and papers

Equality impact assessments (EIA) help to make sure our policies, functions and services are not discriminatory. These thorough assessments look at whether any proposed policy could affect any group/s unfavourably. If appropriate, steps are taken to avoid this happening.

We have a legal duty to assess whether an EIA is needed and to publish the report and action plan on our website.

Equality analysis tools and pro-formas

Equality Analysis (EA) Proforma (Word, 91Kb)
Guidance Notes to Complete Equality Analysis (EA) Proforma (PDF, 390Kb)

Equality impact assessments – completed

Equality Analysis Register from 1 April 2023 to 31 March 2024 (PDF, 255Kb)
Equality Analysis Register from 1 April 2022 to 31 March 2023 (PDF, 158Kb)
Equality Analysis Register from 1 April 2021 to 31 March 2022 (PDF, 161Kb)
Equality Analysis Register from 1 April 2020 to 31 March 2021 (PDF, 150Kb)
Equality Analysis Register from 1 April 2019 to 31 March 2020 (PDF, 104Kb)
Equality Analysis Register from 1 April 2018 to 31 March 2019 (PDF, 337Kb)
Equality Analysis Register from 1 April 2017 to 31 March 2018 (PDF, 354Kb)
Equality Analysis Register from 27 February 2015 to 31 March 2018 (PDF, 354Kb)
Equality Analysis Register from 22 June 2013 to 26 February 2015 (PDF, 179Kb)
Equality Impact Assessment Register: Feb 2012 – June 2013 (PDF, 119Kb)
Equality Impact Assessment Register: June 2011 – March 2012 (PDF, 95Kb)
Equality Impact Assessment Register: June 2011 (PDF, 200Kb)

Some of the older documents might not be suitable for people using assistive technology. If you need a version in a more accessible format, please email rwh-tr.EqualityandDiversity@nhs.net

The aim of the Workforce Race Equality Standard (WRES) is to improve the experience of Black, Asian and minority ethnic (BAME) staff in the workplace. This includes:

• employment
• promotion
• training opportunities

It also applies to BAME people who want to work in the NHS. Additionally, this applies to the BAME staff experience of the employee relations process. This can be achieved by taking positive action to eliminate discrimination, harassment and unfair treatment of BAME staff in the workplace.

Workforce Race Equality Standard (WRES) 2024 (PDF, 372Kb)
Workforce Race Equality Standard (WRES) 2023 (PDF, 922Kb)
Workforce Race Equality Standard (WRES) 2018 (PDF, 372Kb)
Workforce Race Equality Standard (WRES) 2017 (PDF, 97Kb)
Workforce Race Equality Standard (WRES) 2016 (PDF, 255Kb)
NHS Workforce Race Equality Standard 2016 Data Analysis Report for NHS Trusts (PDF, 2Mb)
NHS Workforce Race Equality Standard (WRES) 2015 (PDF, 461Kb)

NHS England launched the Workforce Disability Equality Standard (WDES) in 2019. The aim of the Workforce Disability Equality Standard (WDES) is to improve the experience of staff with disabilities in the workplace The implementation of the WDES will allow NHS trusts to better understand the experiences of their staff. It will support positive change for existing employees and create a more inclusive environment for people with disabilities working in the NHS. It will also support the sharing of good practice and compare performance regionally and by type of trust.

Workforce Disability Equality Standard (WDES) 2024 (PDF, 926Kb)

It is 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 GOV.UK website.

In this report, we set out the statistics we must 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 Report 2023-2024 (PDF, 320Kb)

We are currently assessing and grading for this and here is a link to the NHS England website which explains it in more detail NHS England – Equality Delivery System for the NHS – EDS2

Equality Delivery System 2024/25 (PDF, 345Kb)
Equality Delivery System 2023/24 (PDF, 335Kb)