1. Main facts and figures
- overall, White applicants who were shortlisted for an NHS job in England in 2017/18 were 1.45 times as likely to be appointed compared with applicants from the Other ethnic group (all other ethnic groups combined)
- the same pattern was found in all 4 regions, although the difference in the likelihood of White shortlisted applicants being appointed to that of those from the Other ethnic group was largest in London and smallest in the Midlands and East region
- White shortlisted applicants were more likely to be appointed than those from the Other ethnic group in all 4 types of NHS trust, with the relative difference largest in acute trusts
- shortlisted applicants from the Other ethnic group were least likely to be appointed in London (compared with the other 3 regions), and in acute trusts, (compared with the other 3 types of trust)
The ethnic categories used in this data
For this data, ethnicity was categorised into 2 broad ethnic groups to be consistent with the rest of the 2018 NHS Workforce Race Equality Standard report, and to increase the reliability of the data. This classification was also used for all previous WRES reports, so using the same classification allows for comparisons with previous years.
The 2 broad ethnic groups are: White – including White British and White ethnic minorities Other – all other ethnic groups
2. By ethnicity and area
3. By ethnicity and type of trust
Data was collated by each trust from the appropriate sources including; NHS Jobs record information, the Electronic Staff Record (ESR) and in some trusts it was recorded manually. Trusts then submitted the data using the Strategic Data Collection System (SDCS), which allows all trusts to share their data with NHS England. This data is based on the figures submitted to NHS England using the Strategic Data Collection System as at January 2019 and is subject to change.
229 out of 231 NHS trusts (99.1%) provided data for this indicator. The remaining two (0.9%) of trusts either did not submit data or the data was not of sufficient quality (for example, data contained errors or anomalies).
Percentages are rounded to 1 decimal point.
5. Data sources
Type of data
Type of statistic
Purpose of data source
The purpose of the Workforce Race Equality Standard (WRES) is to collect information on differences in the experience and treatment of NHS staff depending on their ethnicity, with the aim of reducing these differences.
6. Download the data
This file contains the following: ethnicity, NHS trust, NHS trust code, geography, NHS trust type, value, relative likelihood