We produce guidance and quality standards to help reduce health inequalities, improve access to healthcare and encourage health improvement.

We are committed to:

  • promoting equality in all aspects of our work
  • eliminating discrimination, advancing equality of opportunity, and fostering good relations, as required by the Equality Act 2010
  • complying with the Human Rights Act 1998.

View our equality objectives and equality programme 2020 - 2024.

Equalities report 1 April 2020 to 31 March 2021

What did we aim to achieve?

Our current equality objectives aim to:

  • review and improve equality considerations throughout development of our guidance
  • develop our workforce and culture to be more equal, diverse and inclusive. 

How did we get on in 2020 to 2021?

Committee membership

In the annual survey of committee members:

  • 13% of our committee member appointments are from a Black, Asian and minority ethnic background, which is consistent with the overall UK population.
  • There has been a slight decrease in the percentage of appointees when compared to applicants, and this is more apparent in non-white/Black, Asian and minority ethnic groups.
  • A significant number of applicants and appointees chose not to disclose data around age, gender, sexual orientation, religion and disability status. This figure was higher than in previous years.

Workforce

NICE acknowledges that our workforce data for the period 2020 - 2021 is disappointing, and in places concerning.

We recognise that we need to make significant improvements to ensure we create a diverse and inclusive workplace where everyone feels that they belong and can flourish.

For the period 2020-21:

  • There continues to be marked under-representation of Black, Asian and minority ethnic staff at both senior and very senior levels, despite slight improvements in representation overall.
  • There has been a 5-fold increase in the percentage of Black, Asian and minority ethnic staff reporting personal experiences of discrimination.
  • A significantly higher proportion of disabled staff reported having personally experienced bullying in the workplace than is the case for non-disabled staff.
  • Nearly 3/4 of our workforce is female, however, men continue to be over-represented at the most senior grades.

What else have we done?

  • Re-constituted the NICE Equality and Diversity Group that now includes members of the Health Inequalities Oversight Group, a Non-Executive director, and the Chairs and Vice Chairs of our new Staff Networks.
  • Carried out a series of listening events with committee members to discuss diversity within advisory committees and during guidance development.
  • NICE Staff have set up 3 staff-led Networks:  
    NICE and proud - to address LGBTQ+ issues within the organisation.
    REN - our race equality network for tackling issues faced by staff from Black, Asian and minority ethnic backgrounds.
    DAWN - our Disability Advocacy and Wellbeing Network, for staff with seen and unseen disabilities.
  • We participate in the NHS Workforce Race Equality Standard (WRES) and NHS Workforce Disability Equality Standard (WDES).
  • We are Stonewall Diversity Champions and a Disability Confident Employer.

Read the full Download the 2020 to 2021 annual equality report (Word).