Discover how Skills for Care is using data and action to drive race equality in the workplace through the SC-WRES continuous improvement programme. Learn about our key findings, challenges, and the steps we’re taking to build a more inclusive, anti-racist culture where everyone feels they truly belong.
In 2024-25 Skills for Care, alongside many participating local authorities, took part in the Social Care Workforce Race Equality Standard (SC-WRES) continuous improvement programme as a part of our commitment to achieving an anti-racist culture and workplace. The programme forms part of our wider equality and diversity commitment with our Belonging strategy.
Being part of this programme has given us the opportunity to take a forensic analysis of our data to identify where we can continue our journey to creating a workforce where everyone feels they belong.
Summary of our findings
Our individual data report tells us that colleagues from a Black and minoritised ethnic background at Skills for Care are:
- less likely to be represented in the higher pay bands in the organisation;
- half as likely to be appointed from shortlisting compared to white colleagues;
- 20% less likely to leave the organisation than white colleagues;
- not currently represented in senior management roles.
Access our individual data report.
Action plan
Based on our key findings, Skills for Care’s priority areas are widening the recruitment pool for all levels, particularly in the higher pay bands and senior manager roles and building a more inclusive culture of Belonging. We commit to doing this by:
- Leadership Team and Senior Management commitment: we are adopting shared objectives and responsibility for our action plan across our Leadership and Senior Management Teams, committing to fostering a culture of inclusion and Belonging at Skills for Care.
- Focusing on recruiting for diversity: we are refining our recruitment principles and processes to focus on increasing the diversity of applicants, and taking a proactive approach to increasing the diversity of our shortlists, particularly at the higher pay bands and at a senior level.
- Increasing learning opportunities: we will embed Belonging Objectives into all colleagues professional and personal development, monitoring and reviewing through our Performance Management framework. All colleagues will have the opportunity to learn more about each other’s lived experience, and be encouraged to incorporate into their core work.
Access our action plan.