Equality and Diversity

ED picture1


Our people are vital to our success and we take our responsibilities as a diverse employer seriously. We are pleased to publish the NHS Workforce Race Equality Standard (WRES) report for 2016-17 for our pre-merger organisations (NEL CSU and SE CSU) The report, along with the wider workforce equality data, will be used to develop equality objectives and action plans.

The NHS Equality and Diversity Council of the Department of Health announced on 31 July 2014 that it had agreed action to ensure employees from black and ethnic minority (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.

The move follows recent reports which have highlighted disparities in the number of BME people in senior leadership positions across the NHS, as well as lower levels of wellbeing amongst the BME population.

It is within this context that NHS England took the decision to introduce a national workforce race equality standard as a clause in the 2015/16 contract, alongside the mandating of the refreshed Equality Delivery System (EDS2).

We signed up to WRES in 2015 and published our first baseline report in August 2015. The report provided race equality data on staff employed in the CSU and showed how we were performing against the nine WRES indicators.

We have completed our WRES for 2016-17 following a process of analysing the data on the nine indicators, of which four are specifically on workforce data. Four indicators are based on data derived from the national NHS Staff Survey results.

The 2016-17 report provides information about the progress the CSU has made on its 2015-16 WRES action plan and sets out an action plan for the year ahead.

Gender pay gap

We are required to publish a report on our gender pay gap on this website as well as uploading the gender pay gap data as at 31 March 2017 for NEL CSU and SE CSU to a government pay gap reporting site.

All organisations with more than 250 employees are required to report on their:

-       Mean gender pay gap

-       Median gender pay gap

-       Mean Bonus gender pay gap

-       Median Bonus gender pay gap

-       Quartile Breakdown by male and female

The median UK gender pay gap in 2017 was 18.4%.  

At 31 March 2017, one day before the newly merged NEL CSU was established, the SE CSU pay gap was significantly higher at 15.3% than the NEL CSU pay gap at 8.5%. This disparity was in part due to a number of senior leaders in SE CSU moving onto new roles just prior to the merger. The report also includes post merger pay gap calculations which will establish a baseline for our future monitoring and reporting.

Our pay gap at 31 October 2017 was 7.8%. 

We are performing significantly better than national average; however the pay gap reinforces our planned focus on equality of opportunity and access to career progression for men and women in order to ensure proportionate representation of women at all pay bands.  We are committed to continuing to drive forward our Diversity and Inclusion strategy this year and will identify actions to address the gender pay gap amongst other activities aimed at improving the experiences of staff across all protected characteristics and making our organisation truly inclusive.