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We are pleased to publish our Workforce Race Equality Standard (WRES) report for 2018/19.

This is our third year of reporting on the experiences of BME staff to ensure equal access to career opportunities and fair treatment in the workplace.

This year’s data shows progress in Indicators 2, 3 and 4:

• the likelihood of white staff being appointed from shortlisting is the same as for BME staff
• the data tells us there is no difference in the likelihood of a BME colleague entering a formal disciplinary process compared to a white colleague
• this year’s data shows that there is no difference in the relative likelihood of white staff accessing non-mandatory learning compared to BME staff

We still have lots of work to do in other areas such as ensuring BME representation at senior levels and reducing the gap in bullying and harassment. We will be developing a robust action plan with the Race Equality Network and other colleagues to raise and accelerate our ambition in achieving a fair and inclusive workplace.

Kirsty Shaw – Chief Operating Officer and Race Equality Network Sponsor:

“CQC has made significant improvements in our WRES data this year, particularly in indicators 2, 3 and 4. It is important we keep up the good work already being done but we must not get complacent- there is still a lot of work to be done in the other areas. We will continue to work with colleagues across the organisation and the Race Equality Network to ensure BAME staff have positive experiences working for CQC.”

Race Equality Network

“The Race Equality Network welcome the actions that have built on our WRES action plan over the last year. We recognise that there are some areas where we need to improve and we will look forward to developing these in the coming year.”

Read our WRES submission

CQC response to Workforce Race Equality Standard (2018/19) PDF | 216.26 KB

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Equality and human rights