The Social Care Workforce Race Equality Standard (SC-WRES) is a quality improvement programme for both the adult and children's workforce.
Designed for social care organisations to achieve anti-racist workplaces, it comprises nine metrics which organisations can use to measure the experiences of people from minoritised ethnic backgrounds, develop actions plans and make improvements.
Organisations who complete the SC-WRES can then transparently demonstrate measurable change year-on-year based on how well they're doing and ensure diverse voices are heard.
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This latest report uses data collected from 23 local authorities between September to November 2023 and compares the data about minoritised ethnic colleagues with the data about white staff.
Headline findings from the report show that if you’re a colleague from a Black, Asian or minority ethnic background you’re more likely to experience a disadvantage across most of the SC-WRES indicators compared to white staff.
Hear from Skills for Care CEO Oonagh Smyth, as she shares her thoughts on why the SC-WRES is a vital step forward in making measurable and authentic change:
International Women's Day and the SC-WRES
In honour of International Women's Day we hear from four women leaders in social care about their important and inspirational work on the SC-WRES.
The SC-WRES supports employers to measure the experiences of their team against nine key metrics.
- Percentage of directly employed staff from a minority ethnic background, within each pay band, compared with the percentage of white staff.
- Relative likelihood of directly employed staff from a minority ethnic background being appointed from shortlisting in the last 12 months, compared to white staff.
- Relative likelihood of directly employed staff from a minority ethnic background entering the formal disciplinary process compared to white staff.
- Relative likelihood of directly employed regulated professionals from a minority ethnic background entering the fitness-to-practice process in the last 12 months compared to white staff.
- Relative likelihood of directly employed staff from a minority ethnic background accessing funded non-mandatory continuous professional development in the last 12 months as compared to white staff.
- Relative likelihood of directly employed staff from a minority ethnic background experiencing harassment, bullying or abuse from people who use social care, relatives or the public in last 12 months compared to white staff.
- Relative likelihood of directly employed staff from a minority ethnic background experiencing harassment, bullying or abuse from colleagues or managers in last 12 months compared to white staff.
- Relative likelihood of directly employed staff from a minority ethnic background leaving the organisation during the last 12 months compared to white staff.
- Percentage of directly employed staff from a minority ethnic background in senior manager membership roles compared with the percentage of white staff.
Find out more
If you'd like to know more about the SC-WRES see the history of WRES webpage or contact us at Equalityandrights@skillsforcare.org.uk
You can also download our leaflet which provides an introduction to the SC-WRES.
We're committed to developing and improving to be a more inclusive organisation; through the way we work, and through what we do to support the adult social care sector. Find out more on our equality, diversity and inclusion webpage.