Contents
- Introduction
- Our commitment
- Summary
- Collecting equality monitoring data
- Indicator 1
- Indicator 2
- Indicator 3
- Indicator 4
- Indicator 5
- Indicator 6
- Indicator 7
- Indicator 8
- Indicator 9
- Appendix A: Workforce Race Equality Standard indicators
Introduction
Welcome to our 2024 Workforce Race Equality Standard (WRES) report. The WRES has 9 specific indicators (Appendix A). They enable us to compare experiences for colleagues from ethnic minority backgrounds, compared with those of white colleagues, to enable us to develop how we ensure equitable outcomes.
Our commitment
We publish this report to be transparent and show our commitment to providing a fair and inclusive environment for our colleagues from ethnic minority backgrounds.
Summary
Representation
A continued area of focus in our 2024 Equity, Diversity, and Inclusion Strategy is improving representation in our executive and grades below. This is to enable us to represent the communities we serve and retain our internal talent:
- Overall ethnic minority background representation in CQC increased from 14.1% in 2023 to 15.8% in 2024 (an increase of 46 colleagues). This means we have 480 colleagues who are from ethnic minority backgrounds out of a total of 3,029 staff, as at 31 March 2024, being mindful of diversity information sharing rates.
- Representation in executive grades and grades A and B remains lower than both the overall ethnic minority background representation (15.8%) and the economically active ethnic minority background population (16.1%).
- Grades C, D, and E continue to have the highest representation levels at 16% to 23%, compared with the overall ethnic minority background representation figure (15.8%).
Recruitment
Applicants from ethnic minority backgrounds are still less likely to be appointed compared with their white counterparts.
Increasing the number of appointments from shortlisting will support our talent pipeline, overall representation, and retention goals.
Inclusion
Respondents in our 2024 People Survey who are from an ethnic minority background remain more likely to say they experience discriminatory behaviour compared with white respondents.
Activity to improve inclusion is a key focus in our 2024 Equity, Diversity, and Inclusion Strategy. It is also part of our response to the Listening, Learning, and Responding to Concerns report.
Collecting equality monitoring data
We use data about our people to develop this report, which is taken from the Electronic Staff Record (ESR) data.
The following shows the total number of people employed in CQC and the proportion of colleagues who have shared their race/ethnicity through ESR.
| Total number of colleagues at 31 March 2024 | 3,029 |
|---|---|
| Proportion of colleagues from an ethnic minority background | 15.8% |
| Proportion of all colleagues who have shared their ethnicity | 93.2% |
- The overall proportion of colleagues from an ethnic minority background has increased by 1.7% to 15.8%. The total count has increased by 46 people.
- The proportion of all colleagues who have shared their ethnicity has increased from 92.6% in 2023 to 93.2% in 2024.
In this report, we also use data from our 2024 People Survey and comparison data from our 2023 Pulse Survey.
| Respondents | January/February People Survey 2024 - count | January/February People Survey 2024 - % of total | May Pulse Survey 2023 - count | May Pulse Survey 2023 - % of total |
|---|---|---|---|---|
| Ethnic minority background | 247 | 10.8% | 224 | 10.6% |
| White | 1,757 | 77.1% | 1,651 | 78% |
| Prefer not to say | 274 | 12% | 241 | 11.4% |
| Total | 2,278 | 100% | 2,116 | 100% |
Indicator 1
Indicator 1 requires that we report the percentage of colleagues from ethnic minority backgrounds in each of the Agenda for Change (AfC) Bands and Very Senior Managers (VSM), which include Executive Board members.
Our pay and grading framework is not always directly comparable with the Agenda for Change (AfC) bands from the NHS. However, for the purpose of comparison, broad equivalents between the two are provided in the following table (also see Appendix A).
| Category | White | vs 2023 | Ethnic minority | vs 2023 | Not stated | vs 2023 |
|---|---|---|---|---|---|---|
| Executive Grades (VSM, B9, B8d) | 78.1% | -2.0% | 13.3% | -0.5% | 8.6% | 2.5% |
| Grade A (B8b, B8c) | 79.2% | -3.1% | 14.1% | +3.8% | 6.7% | -0.7% |
| Grade B (B8a) | 78.9% | -0.2% | 14.9% | +0.9% | 6.3% | -0.7% |
| Grade C (B7) | 72.5% | -1.1% | 23.2% | +2.9% | 4.3% | -1.8% |
| Grade D (B6) | 69.4% | -7.3% | 16.8% | -1.0% | 13.9% | 8.3% |
| Grade E (B5) | 75.5% | -0.8% | 17.4% | +2.7% | 7.1% | -1.9% |
| Grade F (B4) | 80.5% | 2.3% | 10.4% | -2.6% | 9.1% | 0.3% |
| Overall total | 77.3% | -1.1% | 15.8% | +1.7% | 6.8% | -0.6% |
Data as at 31 March 2024. Comparable AfC bands are shown in brackets.
What our is data telling us:
- Grades C, D, and E continue to have the highest representation levels (16% to 23%) compared with the overall ethnic minority background representation (15.8%). Grade B (14.9%) and Grade A (14.1%) are just below this figure, as are the executive grades (13.3%). Colleagues from ethnic minority backgrounds are under-represented at Grade F level (10.4%).
- Year-on-year movement is mostly upward. The largest increase in ethnic minority background representation is for Grade A (up 3.8%) and Grade C (up 2.9%). Decreases are in Grade F (down 2.6%).
- Structural changes have increased the total headcount in Grades C and D and reduced the total headcount in Grade F.
Indicator 2
Indicator 2 requires that we calculate the relative likelihood of candidates from ethnic minority backgrounds being appointed from shortlisting compared to white candidates for all CQC posts.
- A relative likelihood of 1 indicates that there is no difference. For example, ethnic minority background applicants are equally as likely of being appointed from shortlisting as white applicants.
- A relative likelihood below 1 indicates that ethnic minority background applicants are more likely to be appointed from shortlisting compared to white applicants. For example, a likelihood ratio of 0.5 indicates white applicants are half (0.5 times) as likely to be appointed from shortlisting as ethnic minority background applicants.
- A relative likelihood above 1 indicates that white applicants are more likely to be appointed from shortlisting compared to ethnic minority background applicants. For example, a likelihood ratio of 2 indicates white applicants are twice (2 times) as likely to be appointed from shortlisting as ethnic minority background applicants.
| Category | White 2023/24* | Ethnic minority 2023/24* | White 2022/23* | Ethnic minority 2022/23* |
|---|---|---|---|---|
| Number shortlisted | 1,848 | 789 | 2,085 | 755 |
| Number appointed | 505 | 156 | 724 | 157 |
| Relative likelihood of shortlisting/appointed | 0.27 | 0.2 | 0.35 | 0.21 |
Relative likelihood of white candidates being appointed from shortlisting compared with ethnic minority background candidates:
- 2023/24*: 1.38
- 2022/23*: 1.67
*2024 data covers period 1 April 2023 to 31 March 2024; 2023 data covers period 1 April 2022 to 31 March 2023.
What our data is telling us:
White applicants remain more likely to be appointed than those from an ethnic minority background.
Although the number of applicants from an ethnic minority background who are shortlisted and appointed is very similar to 2023, a reduction in the number of white applicants has improved the relative likelihood figure.
From the applications that were shortlisted in 2024:
68% were from white candidates (down by 4 percentage points from 2023)
29% were from candidates from an ethnic minority background (up by 3 percentage points from 2023)
4% did not share this information (up by 2 percentage points from 2023).
From the candidates that were appointed in 2024:
74% were white (down by 7 percentage points)
23% were from an ethnic minority background (up by 5 percentage points)
3% did not share this information (up by 2 percentage points).
Indicator 3
Indicator 3 requires that we calculate the relative likelihood of ethnic minority colleagues entering the formal disciplinary process compared with white colleagues. This indicator is based on a 2-year rolling average.
| Category | White 2023/24* | Ethnic minority 2023/24* | White 2022/23* | Ethnic minority 2022/23* |
|---|---|---|---|---|
| Number of colleagues in workforce (average) | 2,377 | 457 | 2,390 | 427 |
| Number of colleagues entering the formal disciplinary process | 9 | 3 | 9.5 | 2 |
| Likelihood entering the formal disciplinary process | 0.004 | 0.006 | 0.004 | 0.005 |
Relative likelihood of colleagues from an ethnic minority background entering process compared with white colleagues:
- 2023/24*: 1.65
- 2022/23*: 1.20
*Data is based on a 2-year rolling average of the reporting year (1 April 2023 to 31 March 2024) and the previous year (1 April 2022 to 31 March 2023).
What our data is telling us:
- The number of disciplinary cases increased during 2023/24 (24 cases, up from 8 in 2022/23).
- 6 disciplinary cases involved colleagues from an ethnic minority background in 2023/24, up from none in 2022/23.
- The number of cases involving white colleagues also increased in this period.
- This indicator uses data for the past 2 years. The net result of the increase for colleagues from an ethnic minority background in 2023/24 is a 2-year average of 3 cases compared with 2 (as reported in 2023), and therefore a decline in the relative likelihood figure.
Indicator 4
Indicator 4 requires that we calculate the relative likelihood of white colleagues accessing non-mandatory learning and continuing professional development (CPD) compared with ethnic minority background colleagues.
CQC has 2 types of learning routes:
Route 1: All colleagues can access many learning resources (online and offline) on demand through our learning management platform, ‘Education & Development’ (ED).
Route 2: Any colleague who needs specific learning interventions that are not available through the learning management system (online or offline), does this through an application process, which is reviewed by a panel and either approved, declined, or deferred. This is an Individual Funded Learning Application (IFLA). The numbers in the table for route 2 are those who have accessed the process rather than the outcome of the applications.
The data is based on the number of records during the timeframe (1 April 2023 to 31 March 2024), compared with an average of the workforce numbers as of 31 March 2023 and 31 March 2024, to reflect the timeframe in question. This data is likely to include those who are no longer employed by the organisation. For route 1, it is therefore possible that the number of colleagues accessing training is higher than the number colleagues in the organisation.
Route1: Data from our Education and Development platform
| Category | White 2023/24* | Ethnic minority 2023/24* | White 2022/23* | Ethnic minority 2022/23* |
|---|---|---|---|---|
| Number of colleagues in workforce (average) | 2,377 | 457 | 2,390 | 427 |
| Number of colleagues accessing non-mandatory training and CPD | 2,299 | 467 | 2,337 | 444 |
| Likelihood accessing non-mandatory training and CPD | 0.97 | 1.02 | 0.98 | 1.04 |
Relative likelihood of white colleagues accessing non-mandatory training and CPD compared with colleagues from an ethnic minority background:
- 2023/24*: 0.95
- 2022/23*: 0.94
*Data covers periods 1 April 2023 to March 2024 and 1 April 2022 to 31 March 2023.
What our data is telling us:
- Almost all colleagues have accessed non-mandatory training that was recorded on our learning management platform ‘Education & Development’ (ED). Due to the way the data is collated, the total number of colleagues from an ethnic minority background accessing non-mandatory training is higher than the headcount figure.
- There is little change to the numbers from 2022/23, resulting in almost no change to the overall likelihood figure.
- The figure remains in the 'non-adverse' range, meaning there is no significant difference between colleagues from an ethnic minority background and white colleagues.
Route 2: Individual Funded Learning Application (IFLA) data
| Category | White 2023/24* | Ethnic minority 2023/24* | White 2022/23* | Ethnic minority 2022/23* |
|---|---|---|---|---|
| Number of colleagues in workforce (average) | 2,377 | 457 | 2,390 | 427 |
| Number of colleagues accessing the IFLA process | 91 | 24 | 82 | 12 |
| Likelihood of accessing the IFLA process | 0.038 | 0.053 | 0.034 | 0.028 |
Relative likelihood of white colleagues accessing the IFLA process compared with colleagues from an ethnic minority background:
- 2023/24*: 0.73
- 2022/23*: 1.22
*Data covers periods 1 April 2023 to 31 March 2024, and 1 April 2022 to 31 March 2023.
What our data is telling us:
- Colleagues from ethnic minority backgrounds are more likely to access the Individual Funded Learning process than white colleagues.
- The number of requests for colleagues from ethnic minority backgrounds has doubled in 2023/24 (24 compared with 12 in 2022/23), resulting in an improvement to the indicator. The number of requests from white colleagues also increased (up by 9 to 91).
- The proportion of requests for colleagues from ethnic minority backgrounds (18.8%) is slightly higher than the overall representation figure of 15.8%.
- 5 requests from colleagues from ethnic minority backgrounds were rejected in 2023/24 (up from none in 2022/23). This has adversely affected the application success rate figure of 79%. This compares with 92% for both white and not stated colleagues.
Indicator 5
Indicator 5 concerns the percentage of colleagues from an ethnic minority background experiencing harassment, bullying or abuse from patients, relatives, or the public in the last 12 months. This indicator uses data from our 2024 People Survey compared with our 2023 Pulse Survey.
Question text: “In the last 12 months, I have experienced harassment, bullying or abuse at work from people other than CQC colleagues (for example, from the public and people using services)”
| Ethnic minority 2024 | vs 2023 | White 2024 | vs 2023 | Difference (between ethnic minority and white 2024) |
|---|---|---|---|---|
| 4.5% | -5.3% | 6.6% | -4.6% | -2.1% |
Note: Our People Survey question is slightly different to the NHS staff survey question: "In the last 12 months, I have experienced harassment, bullying or abuse at work from people other than CQC colleagues".
What our data is telling us:
- Respondents from an ethnic minority background remain less likely to experience this behaviour than white colleagues.
- There is an improvement in the percentage for colleagues from ethnic minority backgrounds (down 5.3%) compared with the 2023 Pulse Survey.
- The comparator for white respondents (6.6%) decreased by 4.6% and remains above the percentage for colleagues from ethnic minority backgrounds.
Indicator 6
Indicator 6 concerns the percentage of colleagues experiencing bullying, harassment, or abuse from other colleagues in the last 12 months. This indicator uses data from our 2024 People Survey compared with our May 2023 Pulse Survey.
Question text: “In the last 12 months, I have experienced bullying, harassment, or abuse from other CQC colleagues”
| Ethnic minority 2024 | vs 2023 | White 2024 | vs 2023 | Difference (between ethnic minority and white 2024) |
|---|---|---|---|---|
| 10.5% | -0.7% | 10.8% | -1.3% | 0.3% |
What our data is telling us:
- There is no difference between the score for respondents from ethnic minority backgrounds and the score for white respondents, with both at 11%.
- There is an improvement of 1 percentage point for both groups compared with the 2023 Survey.
Indicator 7
Indicator 7 concerns the percentage of colleagues from an ethnic minority background who believe that we provide equal opportunities for career progression or promotion. This indicator uses data from our 2024 People Survey compared with our May 2023 Pulse Survey.
Question text: “I believe our organisation provides equal opportunities for career progression or promotion”
| Ethnic minority 2024 | vs 2023 | White 2024 | vs 2023 | Difference (between ethnic minority and white 2024) |
|---|---|---|---|---|
| 44.5% | +11.5% | 44.7% | +6.4% | 0.2% |
What our data is telling us:
- The results for both groups are the same (45%).
- There is an improvement of 11.5% for respondents from ethnic minority backgrounds compared with the 2023 Survey.
- The comparator for white respondents saw a smaller increase (up 6%), bringing the scores into line.
Indicator 8
Indicator 8 concerns the percentage of colleagues from an ethnic minority background who have personally experienced discrimination at work from any of manager/team leader or other colleagues (in the last 12 months). This indicator uses data from our 2024 People Survey compared with our May 2023 Pulse Survey.
Question text: "In the last 12 months, I have personally experienced discrimination at work from any of the following: my manager, team leader or other colleagues”
| Ethnic minority 2024 | vs 2023 | White 2024 | vs 2023 | Difference (between ethnic minority and white 2024) |
|---|---|---|---|---|
| 9.7% | -3.7% | 6.3% | +0.2% | +3.4% |
What our data is telling us:
- There has been an improvement in the result for respondents from ethnic minority backgrounds compared with the 2023 survey (down by 3.7%).
- However, respondents from ethnic minority backgrounds remain more likely to experience discrimination than white respondents.
- The result for white respondents (6.3%) shows little change on the 2023 data.
Indicator 9
Indicator 9 looks at the representation of people from ethnic minority backgrounds on CQC’s Board compared with representation in our workforce.
| Category | White | Ethnic minority | Not stated |
|---|---|---|---|
| Non-Executive membership | 50% | 12.5% | 37.5% |
| Executive Team membership | 85.7% | 14.3% | 0% |
| Overall Board membership | 66.7% | 13.3% | 20% |
| Overall Executive Team | 75% | 25% | 0% |
| Overall workforce | 77.9% | 16.7 | 5.4% |
Data as at September 2024
What our data is telling us:
- Ethnic minority representation in non-executive membership is 12.5% and 37.5% have not stated.
- Ethnic minority representation in executive membership is 14.3%.
- Ethnic minority representation on the Board (13.3%) is lower than the overall workforce representation (16.1%).
Appendix A: Workforce Race Equality Standard indicators
The indicators from this report are developed by the NHS.
Workforce indicators
For each of these 4 workforce indicators, compare the data for white staff and staff from an ethnic minority background.
1. Percentage of staff in each of the AfC (Agenda for Change) Bands 1-9 and VSM (very senior managers, including executive Board members) compared with the percentage of staff in the overall workforce.
Note: Undertake this calculation separately for non-clinical and for clinical staff.
2. Relative likelihood of staff being appointed from shortlisting across all posts.
3. Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation Note: This indicator will be based on data from a two-year rolling average of the current year and the previous year.
4. Relative likelihood of staff accessing non-mandatory training and Continuous Professional Development.
People/Pulse Survey indicators
For each of the 4 staff survey indicators, compare the outcomes of the responses for white staff and staff from an ethnic minority background.
5. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives, or the public in last 12 months.
6. Percentage of staff experiencing bullying, harassment, or abuse from staff in last 12 months.
7. Percentage of staff believing that the CQC provides equal opportunities for career progression or promotion.
8. Percentage of staff in the last 12 months personally experiencing discrimination at work from the following: Manager/team leader or other colleagues.
Board representation indicator
For this indicator, compare the difference for white staff and staff from an ethnic minority background.
9. Percentage difference between the Board voting membership and the overall workforce.
Note: Only voting members of the Board should be included when considering this indicator.