WRES & WDES Reports 2024-2025 & Action Plan | Latest News

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WRES & WDES Reports 2024-2025 & Action Plan

People standing Infront of a wall with Diversity representation written above them

What are WRES and WDES?

The NHS Workforce Race Equality Standard (WRES) is an NHS mandatory that aims to promote race equality and diversity within the workforce. It focuses on addressing inequities and disparities experienced by staff from Black, Asian, and Minority Ethnic backgrounds and improving their representation at all levels of the organisation.

The NHS Workforce Disability Equality Standard (WDES) gives us another opportunity to analyse our performance, attracting, developing, and supporting staff with disabilities - and what more we ought to do to sustain the progress and become an employer of choice. 

Both programmes include metrics and indicators to measure progress and is reviewed annually to ensure its effectiveness. NHS England publishes an annual report on Trusts’ WDES and WRES performance.

SWLSTG’s commitment

At SWLStG, we are committed to taking a transparent and proactive approach to addressing race inequity and discrimination in the workplace and service delivery. Over the past months we have worked with our colleagues to improve our analysis and reporting; presenting a shorter and more focused report.

We have also created a summary overview, and our own infographics posters reflecting our results in comparison to the previous year.

We hope that the new documents are more user-friendly and will help our staff with continuing conversations about race inequity, our actions and the way forward.

Core Five action plan 2025-2026

In reviewing our WRES data, it's evident that focused, sustained action is beginning to make a real difference. However, we recognise that a significant journey remains to achieve the levels of equity and inclusion we aspire to. Now.

“ The Core Five actions we’ve identified represent a focused and evidence-based response to the challenges highlighted in our WRES, WDES, and Pay Gap reports. These actions are not just strategic—they are essential. Developed in partnership with our Staff Network Chairs and grounded in robust data analysis, they target the areas where we know we can make the most meaningful difference. We recognise that real, lasting change—both procedural and cultural—takes time. But with sustained focus, collaborative delivery, and the right interventions, we are confident we will shift the dial. Our newly implemented quarterly Core Five delivery group, will bring together key stakeholders including Staff Network Chairs and Staffside, are central to maintaining momentum, unblocking barriers, and ensuring accountability.” Katherine Robinson, Chief People Officer

 

Reports

The reports and supporting documents can be found below:

 

Posted on at by Luke Fowler

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