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The Social Care Workforce Race Equality Standard (SC-WRES) Improvement Programme supports your organisation to achieve an anti-racist workplace. 

Research has highlighted the need to improve understanding and practice across the social care sector about race equality issues. In 2022-23, 26% of the adult social care workforce had Black, Asian or minoritised ethnic backgrounds, which is more diverse than the contemporary population of England. By contrast, Black, Asian and minoritised ethnic staff are underrepresented in managerial roles, only making up 17% of registered manager roles and 17% of senior management roles. (The state of the adult social care workforce in England, 2023)

The SC-WRES supports organisations to address evidence and make progress towards race equality. It requires local authorities to collect and submit data on an annual basis based on nine indicators which highlight differences in experiences of Black, Asian and minoritised ethnic staff. It holds up a mirror to reveal inequalities, supports change, and strengthens the accountability of organisations.

Organisations can then use their findings to develop action plans to support organisational change. The SC-WRES Improvement Programme is a long-term process, as new practices are embedded into everyday behaviour with change monitored year on year.

There is no cost for local authorities registering for the SC-WRES Improvement Programme in 2024.

The SC-WRES Improvement Programme 12-month cycle

The SC-WRES Improvement Programme follows a 12-month cycle. Data is collected via the SC-WRES excel tool and submitted on an annual basis. The tool automatically produces charts from your data which you can then use to create your own report, allowing you to reflect your findings and use this evidence to create your action plan.

The data is used to produce a national SC-WRES annual report. This report gives an anonymous reflection of the combined data from all local authority SC-WRES sites nationally.

Hear from ¹ú²úÂÒÂ× CEO Oonagh Smyth, as she shares her thoughts on why the SC-WRES is a vital step forward in making measurable and authentic change:

Key actions and dates

Registration

Registrations are now closed for the 2024-25 Improvement Programme. 

Data collection

During July and August, organisations will begin to prepare for data collection. Data is collected in the SC-WRES excel tool.

Data submission

The data submission window is open during September and October. Data must be submitted by 30 October 2024.

Community of practice sessions

Throughout the 12-month cycle you’ll be invited to attend a virtual monthly community of practice session designed to guide you through your SC-WRES journey. The community of practice is facilitated by our expert ¹ú²úÂÒÂ× SC-WRES team and includes external guest speakers. It’s a place to share learning, ideas and problem-solve with your local authority peers and provides an opportunity to ‘buddy-up’ for further support.

The metrics

The SC-WRES supports employers to measure the experiences of their team against nine key indicators:

1. Percentage of directly employed staff from a minority ethnic background, within each pay band, compared with the percentage of white staff.
2. Relative likelihood of directly employed staff from a minority ethnic background being appointed from shortlisting in the last 12 months, compared to white staff.
3. Relative likelihood of directly employed staff from a minority ethnic background entering the formal disciplinary process compared to white staff.
4. 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.
5. 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.
6. 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.
7. 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.
8. Relative likelihood of directly employed staff from a minority ethnic background leaving the organisation during the last 12 months compared to white staff.
9. Percentage of directly employed staff from a minority ethnic background in senior manager membership roles compared with the percentage of white staff.

Hear from others about the impact of the SC-WRES

International Women's Day and the SC-WRES

In honour of International Women's Day 2024 we hear from four women leaders in social care about their important and inspirational work on the SC-WRES.

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.

Our commitment

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.

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