South West London CCG Annual Report and Accounts 2020/21

groups of people has informed our vaccination strategy, helping us to protect more of the most vulnerable people in our communities more quickly. We know that, for most people, the most important and trusted influences in their lives are their friends and family. Our engagement teams and clinical leads in each borough have been working with key community groups like local BME (Black and Minority) Forums and resource centres to help influence people and to reassure of them the safety of the vaccination, and to dispel myths that circulate on social media. Many of our vaccination centres are in places of worship, with local religious leaders supporting our staff and volunteers to both take up their offer of the vaccine, and in many cases volunteering as vaccinators themselves. During March 2021, we ran a series of pop-up walk-in vaccination clinics in mosques across South London, with local Imams encouraging those who had been invited for a vaccination but had been hesitant to take up the offer to receive their vaccination. NHS Workforce Race Equality Standard (WRES) The NHS Workforce Race Equality Standard (WRES) is used across the NHS to narrow the gap between the treatment of ethnic minority and white staff through collection, analysis and acting on specific workforce data. In addition, the WRES aims to improve diversity of leadership and the experience of staff from ethnic minorities within an organisation. There are nine indicators, all of which draw a direct comparison between white and ethnic minority staff experience. Four focus on workforce data, four are based on data from the national NHS Staff Survey questions, and one indicator considers whether the Board membership is broadly representative of the overall workforce. This year is the first year that CCGs’ analysis against the WRES indicators are published. This data allows us to take action to improve against these indicators. Areas where we will take action are: • Recruitment: white staff are 1.8 times more likely to be appointed than staff from ethnic minorities, this is higher than London average of 1.6. • Disciplinary processes: staff from ethnic minorities are 1.59 times more likely to undergo a disciplinary process than white staff. This is above average for London; however, there are a very small number of disciplinaries in the CCG making it hard to compare. Annual Report and Accounts 2020/21 | 89