We regard our staff as our greatest asset, ensuring staff related processes are underpinned by human rights principles, and all workforce activities we undertake have inclusion built into them from the outset.
Workforce Disability Equality Standard
The Workforce Disability Equality Standard (WDES) requires NHS organisations to submit data across 10 metrics to NHS England annually. South East London Integrated Care Board (SEL ICB) is not currently mandated to supply the data but has elected to do so as part of our work to build an inclusive culture in the ICB.
Based on the WDES metrics and staff engagement, the ICB has agreed to take a series of actions to improve the experience of our disabled staff in the workplace.
Click here to view the Workforce Disability Equality Standard 2024 report
To view our previous WDES reports, visit our reports page.
Workforce Race Equality Standard
The Workforce Race Equality Standard (WRES) is a national framework that helps NHS organisations identify and address disparities in the workplace for Global Majority staff. The WRES measures workforce representation, career progression, recruitment, and staff experience through nine key indicators. By analysing this data, organisations can take targeted action to create a more inclusive and equitable working environment.
Based on the WRES metrics and staff feedback, the ICB has committed to a series of actions to improve the workplace experience for Global Majority staff.
Click here to view the Workforce Race Equality Standard 2024 report
To view our previous WRES reports, visit our reports page.
Workforce Sexual Orientation Equality Standard
The Workforce Sexual Orientation Equality Standard (WSOES) is a key tool for understanding and addressing workplace inequalities related to sexual orientation. While not mandated by NHS England, SEL ICB implements the WSOES to reinforce our commitment to an equitable and inclusive workplace. By collecting and analysing data on staff experiences, we can identify areas for improvement and take meaningful action to ensure all staff feel respected, valued, and included.
Click here to view the Workforce Sexual Orientation Equality Standard 2024 report
Gender Pay Gap
The Gender Pay Gap report is a key tool for transparency and accountability in advancing workplace gender equality. As required by the Equality Act 2010, organisations with over 250 employees must annually publish their gender pay gap data, with a snapshot date of 31 March.
Click here to view the Gender Pay Gap 2024/25 report
To view our previous Gender Pay Gap reports, visit our reports page.
Workforce initiatives
Examples of some of our initiatives include:
Anti-Racism Strategy
Equality, Diversity and Inclusion Strategy
Health and Care LGBTQ+ Inclusion Framework
EDI Training and Development
Staff Networks and Champions
Anti-Racism Strategy
SEL ICB has been taking forward important work on the development and delivery of a staff Anti-racism Strategy. The Strategy brings together all our commitments and activities to support race equality and is fully supported and approved by our ICB Board. Further discussions with our system partners are taking place about our collective action to become anti-racist organisations.
The ICB is carrying out its first review of the Anti-racism Strategy and findings will be used in the development of our forthcoming equality, diversity and inclusion strategy.
Equality, Diversity and Inclusion Strategy
SEL ICB is currently developing a new equality, diversity and inclusion strategy which will set out our EDI ambitions for 2025-2028.
The strategy will focus on workforce and service equalities and aims to look at staff and patient experiences through a developing intersectional lens.
Health and Care LGBTQ+ Inclusion Framework
The Lesbian Gay Bisexual Transgender Queer Intersex Asexual (LGBTQIA+) population (including other identities represented by the ‘+’ sign) in the UK experiences significant physical and mental health inequalities compared to the general population. These inequalities extend from increased risk factors for ill health and barriers to accessing healthcare and support, to discrimination against LGBTQIA+ staff within the workplace.
SEL ICB will be implementing the Health and Care LGBTQ+ Inclusion Framework which has been endorsed by the Equalities Sub-Committee chaired by the Chief of Staff and Equalities Senior Responsible Officer. Implementation for this will begin imminently with some mapping work already undertaken by our LGBTQ+ staff network.
EDI Training and Development
SEL ICB has mandatory equalities training in place for all staff. In addition to this mandatory training, we have undertaken a number of other training interventions across a range of protected characteristics.
The ICB is in the process of developing a mandatory equality impact assessment training programme for rollout across the organisation.
Staff Networks and Champions
SEL ICB has made significant progress in implementing and developing our staff networks, who work on both action-focused topics related to their expertise, as well as HR policies, staff engagement, and health and wellbeing. The following staff networks have been established at the ICB:
- Embracing Race and Diversity
- LGBTQ+
- Age and Ability
- Women Parent and Carers
