Social Care Workforce Race Equality Standard (SC-WRES) Action Plan 2025 to 2026

Relative likelihood of directly employed staff from a minority ethnic background entering the formal disciplinary process in the last 12 months, compared to White staff

What does the data tell us?

• the relative likelihood of applicants from a Black, Asian and minority ethnic background entering formal disciplinary process as of 24 October 2025, across all posts, compared with a White ethnicity is 1.34 times more (3.52 times in 2024, 1.63 in 2023), improving from previous years. Therefore, staff with a Black, Asian and minority ethnic background were slightly relatively more likely to enter a formal disciplinary process
• in Adults staff there was relative likelihood of 0 as no ability to compare (1.52 in 2024, 0.62 in 2023) and in Children’s were less likely to enter a formal disciplinary process with a relative likelihood of 0.44 (6.38 in 2024, 2.35 in 2023)

What we have achieved?

• independent investigation Officers and Hearing Chairs to be appointed outside of the service areas, where possible and doesn’t delay the process
• additional guidance to be used in all disciplinary cases across the Council, to make informed decisions prior to any formal processes ‘decision-making tree and stop and pause checklists’

What we are working towards?

• to continue to deliver training for managers on managing performance, conduct and grievance
• to continue to review application and data regarding performance and capability processes
• continue to monitor and track annually the comparative rate of staff from a Black, Asian and minority ethnic backgrounds entering the disciplinary process and outcomes from disciplinary processes via our Workforce boards
• to seek feedback and engagement with managers involved in performance and grievance processes