I want to be open: staff from a Global Ethnic Majority do not always have positive experiences of fairness, safety or opportunity at Gateshead Health.
Our workforce data and colleague feedback matter. They show that barriers, bias and unequal outcomes remain. We need to acknowledge this honestly and respond with focus, care and sustained action.
I want every colleague to feel they belong, can speak up safely and have the same opportunity to progress. There is more to do, and we are committed to doing it.
Every leader and every team must reflect honestly on what is happening, take responsibility for improvements within their control and work together to make a difference.
We must all;
• Challenge racism and discrimination.
• Remove barriers in our systems.
• Act on what staff tell us.
Measure whether our actions improve people’s experiences and keep learning as we go.
Our colleagues deserve fairness, respect and opportunity. Together, we can and must keep improving.
Amanda Venner, Executive Director of People and OD
Gateshead Health NHS Foundation Trust
There are nine WRES indicators.
Four of the indicators focus on workforce data:
- Percentage of staff in each of the AfC Bands 1-9, VSM, Medical and Dental and other staff , compared with the percentage of staff in the overall workforce
2. Relative likelihood of staff being appointed from shortlisting across all posts (both external and internal posts).
3. Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation
4. Relative likelihood of staff accessing non-mandatory training and CPD
Four are based on data from the national NHS Staff Survey questions:
5. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months
6. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
7. Percentage of staff believing that the trust provides equal opportunities for career progression or promotion
8. In the last 12 months have you personally experienced discrimination at work from any of the following- Manager/team leader or other colleagues
One indicator focuses upon BME representation on boards:
9. Percentage difference between the organisations’ Board membership and its overall workforce
Based on the requirement from the National team, the Trust submitted the WRES data for Indicators 1 – 4 and indicator 9 on the National Data Collection Framework (DCF) before the end of 31 May 2026. The staff survey results for Indicators 5 to 8, are taken directly from the WRES publications available on the NHS Staff Survey website.
Download the full report