The Signal Intel

FOI responses from NHS trusts reveal EDI staffing costs: Central London Community Healthcare NHS Trust employs 3 staff whose primary role relates to EDI (Head of EDI Band 8b: £66,953; EDI Officer Band 6: £48,988; EDI Project Support Coordinator Band 4: £33,094) - total salary cost £149,035. One role is a secondment. EDI subscriptions (Stonewall Diversity Champions, Business Disability Forum) and training costs totalled £10,404 in 2024/25. Gloucestershire Health and Care NHS Foundation Trust employs 1 EDI staff member with salary cost of £33,872.40. EDI training spend was £889.17 in 2025/26 and £1,186 in 2024/25.

CQC has downgraded Amberley Care Home in Brierley Hill, Dudley from "Requires Improvement" to "Inadequate" and placed it in special measures following December inspection. Key findings: (1) Two continued breaches of regulation related to risk management and management of the service; (2) Four new breaches related to person-centred care, consent, safeguarding and recruitment; (3) Leaders lacked full understanding of the service with ineffective auditing and monitoring systems; (4) Staff hadn't updated care plans to reflect current support needs; (5) Leaders hadn't reported potential safeguarding incidents to local authority or CQC; (6) Inspectors saw staff using unsafe moving and handling techniques on multiple occasions; (7) Poor leadership and inaccurate record keeping negatively impacted information sharing with health professionals. The home provides support to older and younger people and those with dementia for up to 25 people. CQC has begun regulatory action which Amberley Care has the right to appeal.

Healthwatch England report reveals private healthcare use has nearly doubled to 16% of UK adults in 2025, up from approximately 9% in 2023. Key findings: (1) 16% of UK adults used private healthcare in 2025 - nearly double the 9% figure from 2023; (2) Patients paying to bypass NHS waiting lists; (3) Report highlights shifting public attitudes about NHS care over the last two years; (4) Creates emerging two-tier healthcare system with those who can afford private care accessing faster treatment; (5) NHS waiting lists remain high at 7.25 million treatments despite recent reductions; (6) Diagnostic waiting list jumped by nearly 200,000 in a year to 1.8 million patients. The doubling of private healthcare use in two years represents a significant shift in healthcare access patterns and raises concerns about equity in the health system.

House of Lords voted on 11 March 2026 to abolish non-crime hate incidents (NCHIs) as part of the Crime and Policing Bill. Key findings: (1) Vote passed without division after Government amendment removing statutory basis for NCHIs; (2) Home Office Minister Lord Hanson of Flint told Peers that NCHIs are not "fit for purpose" and will be replaced with clearer guidance; (3) Lord Toby Young of Acton proposed the abolition; (4) Metropolitan Police had already announced it would stop investigating NCHIs months before the vote; (5) NCHIs have been criticised for misuse and wasting police time; (6) The amendment removes the statutory basis for recording incidents that appear motivated by hostility but fall short of criminal threshold. The vote represents a significant free speech victory and removes a controversial police practice that had been used to record incidents without criminal threshold being met.

Government has been accused of "failing" mental health patients as the share of NHS budget allocated to mental health services falls for the third consecutive year. Key findings: (1) Mental health spending share declining despite warnings of deepening mental health crisis; (2) Reduction comes at a time of record demand for mental health services; (3) Represents breach of commitment to parity of esteem between physical and mental health; (4) Long-term trend shows mental health receiving proportionally less of NHS budget while demand increases. The spending reduction contrasts with stated government priorities on mental health and raises questions about resource allocation priorities within the NHS. This represents a systematic shift away from mental health funding despite increasing need.

Haydon Bridge High School in Hexham has been placed in special measures following Ofsted inspection that found the school failing to provide an acceptable standard of education. Key findings: (1) Ofsted found pupils have "gaps in basic knowledge"; (2) Classrooms described as "generally calm" but low-level disruption to learning is "not uncommon"; (3) School placed in special measures - the lowest Ofsted rating; (4) School working with Excel Learning Trust on improvements; (4) Inspection identified systemic failures in educational provision. This case represents another example of schools being placed in special measures due to fundamental educational failures, following similar patterns seen at Carr Infant School in York and other institutions. The finding of "gaps in basic knowledge" raises concerns about curriculum delivery and educational standards.

NHS waiting list in England fell by 43,000 in January 2026 to 7.25 million treatments - the lowest level since February 2023. However, GB News investigation found NHS trusts removed more than a quarter of a million patients from waiting lists during January as part of efforts to achieve Labour's backlog targets, with hospitals receiving payments of £33 for each removal. Key findings: (1) 7.25 million treatments waiting to be carried out - lowest since February 2023; (2) Third consecutive month of waiting list reduction; (3) 268,283 patients removed from waiting lists in January 2026; (4) £33 per removal payment to trusts; (5) Diagnostic waiting list jumped by nearly 200,000 in a year to 1.8 million patients waiting for tests including MRI scans, CT scans, ultrasounds and heart investigations. The patient removals raise questions about whether waiting list reductions reflect genuine treatment improvements or administrative practices.

West Yorkshire Police FOI response (FOI 2363062/25, March 2025) reveals staffing allocation: (1) 110.97 Full Time Equivalent Police Officers and Staff deployed to investigate Non-Recent Child Sexual Exploitation/Abuse (43.17 FTE officers, 67.80 FTE staff); (2) 66 officers and staff working in Child Vulnerability and Exploitation Teams across five districts; (3) 8 Police Officers and 8 Police Staff working in HR side of People Directorate DEI (16 total headcount); (4) 12 Police Officers and 129 Police Staff working within other HR Functions. The data shows significant resources dedicated to historical CSE investigations while DEI staffing represents a smaller proportion of overall HR functions. This FOI provides transparency on police resource allocation between investigative priorities and administrative functions.

Care Quality Commission inspection report published 20 March 2026 found Scarborough Hospital's urgent and emergency services remain rated "Requires Improvement" despite improvements in medical care. Key findings: (1) Medical care improved from "Requires Improvement" to "Good" overall; (2) Urgent and emergency services re-rated as "Requires Improvement" for safe, effective, responsive and well-led domains; (3) Caring domain dropped from "Good" to "Requires Improvement"; (4) Only 40% of ambulance handovers completed within 15 minutes compared to national average of 65%; (5) 62% of patients admitted, transferred or discharged within four hours compared to England average; (6) New breaches identified in infection prevention and control, and assessing people's needs; (7) Continued breaches in medical staff training, access to services and consent. Inspectors found people couldn't always access care when needed and delays in ambulance handovers could put patients at risk.

**Source:** Central London Community Healthcare NHS Trust FOI Response **Reference:** FOI/25/365 **Date Requested:** 07/02/2025 **EDI STAFF:** 1. Head of EDI (Band 8A): 1 post 2. EDI Officer (Band 6): 1 post - Salaries based on NHS Agenda for Change pay scales **EXTERNAL TRAINING COSTS (2023/24):** - Staff costs: £116,972 - Subscriptions: £12,847 - Training courses: £37,200 - **Total external: £167,019** **NOTE:** This is a relatively small NHS community trust covering London boroughs (Barnet, Brent, Ealing, Hammersmith & Fulham, Harrow, Hertfordshire, Hillingdon, Hounslow, Kensington & Chelsea, Kingston, Merton, Richmond, Sutton, Wandsworth, Westminster)

**Source:** West Yorkshire Police FOI Response **Reference:** FOI 2349822/25 **Date:** January 2025 **POSTS AND SALARIES:** 1. Head of Diversity, Equality & Inclusion: £91,536 2. DEI Manager: £57,252 3. 3x DEI Officers: £45,924 each (£137,772 total) 4. 2x Administrative Assistant (DEI/Positive Action): £30,912 each (£61,824 total) 5. DEI Comms and Marketing Lead: £53,412 6. DEI Comms and Marketing Officer: £42,492 7. Positive Action T/Inspector (Uniformed): £94,272 8. Positive Action Sergeant (Uniformed): £79,716 9. Positive Action Progression Officer: £45,924 10. 6x Positive Action Ambassadors (PCs): £59,844 each (£359,064 total) 11. Equality & Diversity Trainer: £45,924 **EXTERNAL TRAINING:** £361,000 (1 external provider, final payment pending) **ETHNIC MINORITY REPRESENTATION:** 6 posts filled by ethnic minority applicants **TOTAL ANNUAL SALARY COST:** Approximately £1,019,904 (excluding admin support costs) **STRATEGIC RATIONALE:** "As the fourth largest police force in England, West Yorkshire Police is committed to building a workforce which is representative of the diverse communities which it serves"

**Source:** Metropolitan Police FOI Response **Reference:** 01.FOI.25.042955 **Date:** Disclosed April 2025 **Period:** April 2024 to February 2025 **FINANCIAL BREAKDOWN:** - Police Officer Pay: £2,976,768 - Police Staff Pay: £537,852 - Police Officer Overtime: £25,506 - Police Staff Overtime: £492 - Employee Related Expenditure: £6,824 - Transport Costs: £15,227 - Supplies & Services: £92,475 - **TOTAL: £3,655,144** **STAFFING (February 2025):** - Police Staff: 25.6 FTE - Police Officers: 25.8 FTE - **Total: 51.4 FTE** **JUSTIFICATION:** Culture Diversity & Inclusion (CD&I) business group under Business Group Level 2

**Metropolitan Police DEI Historical Spending - Available Data Points** **CURRENT SPENDING (FOI April 2024-February 2025):** - FOI Reference: 01.FOI.25.042955 - Approximately £3.65 million on Diversity, Equality, and Inclusion staff costs - 51 staff members in DEI roles (from existing findings) - Projected annual spending: £5.2 million for 64 staff once recruitment complete **STRATEGY:** - STRIDE (Strategy for Inclusion, Diversity and Engagement) launched 2021 - Due to run until 2025 - Annual action plans published each year **HISTORICAL DATA GAPS:** - Specific year-by-year spending figures for 2020, 2021, 2022, 2023 not found in searched FOI disclosures - Met Police publishes EDI expenditure data but historical trend analysis requires separate FOI requests **TREND INDICATORS:** - Staff numbers increasing: 51 current → 64 planned - Spending increasing: £3.65m current → £5.2m projected - This represents approximately 25% increase in both staff and budget **SOURCE:** - Met Police FOI disclosure 01.FOI.25.042955 - Existing findings from knowledge base **FURTHER RESEARCH NEEDED:** - Submit specific FOI request for Met Police DEI spending 2020-2023 - Request annual breakdown of Culture, Diversity and Inclusion Unit budgets

**Greater Manchester Police and North Yorkshire Police: FOI Refusals on DEI Spending** **KEY FINDING:** According to GB News FOI investigation (May 2025), two police forces refused to provide information on their DEI spending: 1. **Greater Manchester Police** - Declined to disclose DEI spending figures 2. **North Yorkshire Police** - Declined to disclose DEI spending figures **CONTEXT:** This refusal contrasts with 41 other police forces that provided data showing over £10.28 million spent on DEI posts. The refusal prevents public scrutiny of DEI spending at two of England's largest police forces. **IMPLICATIONS:** - GMP serves one of the UK's most culturally diverse areas - North Yorkshire is the largest geographic police force area in England - Both forces are subject to same transparency requirements as other forces - Refusal may indicate spending levels that would be politically sensitive **SOURCE:** GB News FOI investigation, May 2025: "Two forces refused to provide information: Greater Manchester Police and North Yorkshire Police declined to disclose their DEI spending figures." **FURTHER RESEARCH NEEDED:** - Submit specific FOI requests to GMP and North Yorkshire for DEI staffing numbers and budget - Check if refusals were appealed to Information Commissioner - Compare with other large forces (Met, West Midlands, West Yorkshire) that disclosed

**West Midlands Police Fairness and Belonging Strategy - Official Documentation** **STRATEGY LAUNCH:** - Launched July 2020 by West Midlands Police and Crime Commissioner - Overarching plan to ensure principles of diversity, inclusion, anti-racism, fairness and equality are priorities **OFFICIAL JUSTIFICATION (from PCC website):** "The Fairness and Belonging Strategy exists to ensure that these principles are applied in practice, whether in relation to the people it serves or the officers and staff that work within it." **INTENDED OUTCOMES (from Strategy Documents):** - Build trust and confidence in policing - Meet Public Sector Equality Duty - Align with NPCC Diversity, Equality & Inclusion Strategy - Support Policing Vision 2025 - Three dedicated workstreams: Our People, Our Communities, Our Organisation **GOVERNANCE:** - Progress monitored through delivery plan for Police and Crime Plan 2021-2025 - Monthly meetings between PCC and Chief Constable - Assistant PCC Tom McNeil leads disproportionality portfolio **RECOGNITION:** - West Midlands Police named 4th most Inclusive Employer in 2022-23 (up from 5th in 2021) - Office of PCC received Karl George Race Code accreditation in December 2021 **SOURCE:** West Midlands Police & Crime Commissioner official website and Strategic Policing and Crime Board papers Note: Specific budget/staffing figures for WMP Fairness and Belonging not disclosed in searched documents. Further FOI request would be needed to obtain spending figures.

West Yorkshire Police is one of the highest spenders on DEI in the UK according to FOI data: **STAFFING:** - 19 DEI staff posts - Total salary costs: £1,069,188 (using maximum wage bands) - Training course spending: £361,000 - Total annual DEI spending: approximately £1.43 million **CONTEXT:** This represents one of the largest DEI budgets among UK police forces, second only to Thames Valley Police in wage costs. The force has been contacted for comment on the spending. **COMPARISON:** The £1.43 million could fund approximately 49 police officers at £29,000 starting salary. Source: GB News FOI investigation, May 2025

A GB News Freedom of Information investigation has revealed that UK police forces are spending more than £10.28 million on diversity, equity and inclusion (DEI) posts. Key findings: **TOP SPENDERS:** - West Yorkshire Police: 19 DEI staff, £1,069,188 in wages + £361,000 on training courses = £1.43 million total - Thames Valley Police: 17 DEI staff, £1,085,170 in wages - City of London Police: 8 DEI staff, £767,235 in wages + £89,565 on training - Essex Police: 10 DEI staff, £614,556 in wages + £3,843 on training - Durham Constabulary: 14 DEI staff, £589,116 in wages + £8,055 on training **HIGH SALARIES:** - Thames Valley: Diversity & Inclusion Superintendent earns £131,015/year - more than Met Police Head of Counter Terrorism Commander Dominic Murphy (£129,600) - Kent: Chief Inspector Positive Action Lead earns £106,248/year **REFUSALS:** - Greater Manchester Police and North Yorkshire Police declined to disclose their DEI spending figures **NO DEI SPENDING:** - Cumbria Police reported no DEI roles or associated costs **TOTALS:** - £9,374,457.30 on wages - £910,852 on training courses - Total: £10,285,309 - Equivalent to 354 police officers at £29,000 starting salary **CONTEXT:** The spending comes as police forces including the Metropolitan Police, Merseyside, Greater Manchester, West Midlands and West Yorkshire wrote to the Prime Minister warning they would be unable to deliver Government pledges on crime without more investment. Source: GB News FOI investigation, May 2025

**GB NEWS INVESTIGATION - TAXPAYERS' ALLIANCE FOI REQUEST** **Total UK Police DEI Spending:** - Total salaries: £9,374,457.30 - Total training: £910,852 - Grand total: £10,285,309 - Equivalent to: 354 police officers (at £29,000 starting salary) **Top Spending Forces:** 1. **West Yorkshire Police:** - DEI staff: 19 positions - Total spend: £1.07 million on salaries - Training spend: £361,000 - Head of DEI: Siobhan Brown - Force response: "Fourth largest police force... committed to building a workforce representative of diverse communities" 2. **Thames Valley Police:** - DEI staff: 17 positions - Total spend: Over £1 million - Some roles exceed £100,000 salary 3. **City of London Police:** - DEI staff: 8 positions - Total cost: £767,235 4. **Durham Constabulary:** - DEI staff: 14 positions 5. **Surrey Police:** - Training spend: £366,870.56 **Forces Reporting Zero DEI Spending:** - Cumbria Police: No spending on DEI roles or training **Forces Declining to Provide Data:** - Greater Manchester Police - North Yorkshire Police **Political Response:** - William Yarwood (TaxPayers' Alliance): "Brits expect their police to combat crime and keep them safe, not patronise them with pronouns and woke platitudes. These roles need to be abolished and the money put into hiring more frontline police officers." **Context:** - Investigation conducted by GB News using Freedom of Information requests - Data obtained from 45 area police forces across the UK - Published: February 2025 **Source Documents:** - GB News investigation, February 2025 - Daily Mail coverage, 5 February 2025 - TaxPayers' Alliance commentary

**INDEPENDENT REVIEW - APRIL 2025** **Background:** - Employment Tribunal ruling: August 2024 - Three white officers discriminated against in promotion process - Review commissioned: October 2024 by PCC Matthew Barber - Review author: Kerrin Wilson (former Chief Constable, Lincolnshire Police) - Report published: 3 April 2025 **Employment Tribunal Case:** - Three white officers with 19-26 years service blocked from applying for detective inspector role - Aylesbury Priority Crime Team, 2022 - An ethnic minority sergeant promoted "without any competitive assessment process taking place" - Superintendent told to improve diversity among senior staff by appointing from Asian background - Tribunal ruled in favour of three white officers **Review Findings:** - Positive Action Progression Programme (PAPP) "not properly consulted upon or transparent in how it was managed" - Programme operated in a way that "led to parts of [TVP] feeling excluded" - Force was "slow to understand and acknowledge the depth of concern" after tribunal - 51 recommendations made for improvement - "Lack of consistency, information and inclusion in the way policies were applied" **Key Quote from Review:** "The findings show that mistakes were made and that there was a lack of consistency, information and inclusion in the way policies were applied, leaving parts of the organisation feeling left out and overlooked." **PCC Response:** - PCC Matthew Barber: "Due regard should be given to all staff" - "A wide range of recommendations focuses on key areas of central oversight, training, better alignment with relevant bodies, internal communications, internal recruitment and career advancement programmes" **Chief Constable Response:** - Jason Hogg: "Thames Valley Police takes these recommendations seriously" - Report recognises TVP has "wonderful people with passion and ways of working that deliver excellent policing" **Impact:** - Officers from ethnic minority backgrounds reported feeling "marginalised" after the tribunal - Review found "divided workforce" resulting from DEI implementation - No concerns about senior leaders' conduct regarding the case **FOI Reference:** - Thames Valley PCC FOI 0825 (28 February 2025): DEI/EDI information for the OPCC **Source Documents:** - Independent Review into Diversity, Equality & Inclusion (DEI) at Thames Valley Police, April 2025 - BBC News, 3 April 2025 - HR Magazine, April 2025 - Personnel Today, April 2025

**FOI DISCLOSURE - REFERENCE: 01.FOI.25.042955** **Financial Disclosure (April 2024 - February 2025):** - Total DEI spending: £3,655,144 - Staff composition: 25.6 police staff + 25.8 police officers = 51.4 FTE - Projected full-year spend with full staffing: £5.2 million - Full staffing target: 64 FTE positions **Culture, Diversity and Inclusion Unit Structure:** - Current spend: £3.2 million (as of October 2025) - Projected spend when fully staffed: £5.2 million annually - Team size: 64 members of staff when recruitment complete - Unit name: Culture, Diversity and Inclusion Directorate **Diversity Calendar:** - 63 celebrated events including: - International Pronouns Day - Pansexual and Panromantic Awareness Day - Be Kind To Humankind Week **Staff Support Networks:** - 47 staff support networks including: - Bisexual Support Group - He For She gender equality movement - 19 associations for various ethnicities and religious groups **Roles Advertised:** - Life Events Delivery Managers: £47,000 per year salary - Purpose: Support staff with work-life balance, disabilities, and neurodivergent conditions **Official Justification (from Met Police statements):** - Building public trust and legitimacy among London's diverse communities - Addressing institutional discrimination following high-profile scandals - Implementing recommendations from independent reviews - Improving workforce diversity and retention - Supporting officer wellbeing **Budget Context:** - £260 million budget shortfall - 1,700 officers and staff to be cut - 10 police station front counters closing - Mounted Branch reduction: 93 horses to 40 - £250 million funding gap **Political Response:** - Susan Hall (Conservative London Assembly): "Absolute wokery" - Reform MP Lee Anderson: "Scrap the gimmicks and get back to basics" - William Yarwood (TaxPayers' Alliance): "Taxpayers expect bobbies on the beat, not endless networks, awareness weeks and 'life event' managers" **Source Documents:** - Metropolitan Police FOI Disclosure 01.FOI.25.042955 (April 2025) - GB News report, 27 October 2025 - Daily Dazzling Dawn report, 25 October 2025

**DECISION TRAIL DOCUMENTATION:** **Strategic Police and Crime Board Meeting - 17 November 2020:** - Agenda Item 5: Fairness and Belonging Plan presented to the Strategic Police and Crime Board - Report author: Anthony Burnett, Assistant Director, Diversity and Inclusion, West Midlands Police - Purpose: Update on joint work across OPCC and West Midlands Police through the Fairness and Belonging Plan **Strategy Launch:** - Fairness and Belonging Strategy launched: July 2020 - Strategy period: 2020-ongoing with regular updates - FOI Reference: 290A/25 **Assistant Director Role Creation - January 2021:** - Position: Assistant Director of Fairness and Belonging - Salary: £74,340 per year (advertised January 2021) - Nearly three times the average police officer wage - Role: Lead implementation of WMP Fairness and Belonging agenda, strategy and plan - Reports to: Director-level position - Team managed: Diversity & Inclusion practitioners and Fairness in Policing team **Context at Time of Creation:** - Force had lost more than 2,000 officers due to £175 million funding cuts - Dozens of police stations had closed - Government funding: £655m annual budget at the time - OPCC running costs: £6 million per year **Board Paper Justification (from job description):** - "Support and oversee improved inclusive culture throughout the workplace" - "Manage all inclusion issues relating to operational Force activity" - "Ensure the force continues to provide a fair and responsive service to all our communities" - "Work is especially important in our recruitment process and in becoming a more representative force" **Official Response from WMP:** - Deputy Chief Constable stated: "In the West Midlands we have the youngest and one of the most diverse populations in the country and policing this level of diversity brings complexity, challenges and opportunities" - Force was voted "second most inclusive employer in the UK" **Criticism:** - TaxPayers' Alliance: "This force is putting political priorities before policing" - Conservative PCC candidate: "Taxpayer's money and resources that should be going into frontline policing" - Public criticism: Role described as "woke drivel" and "made up job" **Source Documents:** - SPCB Agenda Item 5, 17 November 2020: Fairness and Belonging Plan PDF - Coventry Telegraph, 5 January 2021: Job advertisement announcement - Birmingham Mail, January 2021: Public criticism coverage - Daily Mail, January 2021: £180,000 "woke jobs" advertising coverage

West Midlands Police PEEL 2023-25 inspection found the force "inadequate" in three areas and "requires improvement" in three areas. HMICFRS moved the force into "enhanced level of monitoring" due to serious concerns. This poor operational performance contrasts sharply with the force's DEI spending: £2.6 million on DEI salaries (2019-2025), £184,602 on external DEI training, and a £74,000/year Assistant Director of Fairness and Belonging role created in January 2021. The force claims to be "voted the second most inclusive employer in the UK" while receiving the lowest possible PEEL grades. The Fairness and Belonging Strategy was launched in July 2020 with the promise to ensure "diversity, inclusion, anti-racism, fairness and equality are always a top priority" - yet operational performance deteriorated.

King's College Hospital NHS Foundation Trust appointed Funmi Onamusi as Director of Equality, Diversity and Inclusion (EDI) in April 2021 - a newly-created substantive role. The appointment announcement states she will be "a core member of the senior leadership team, and working directly to the Chief Executive" with responsibility for "accelerating the Trust's ambitious EDI agenda." Onamusi joined from EY (Ernst & Young) where she served as Diversity and Inclusion Lead, with over 18 years experience. She succeeded Claudette Elliott who had been carrying out the role on an interim basis. The Trust has a "Roadmap to Inclusion 2022-24" strategy document. This demonstrates board-level approval of EDI spending with direct CEO reporting line. The Trust was later shortlisted for "Diverse Company Award" at National Diversity Awards 2024. A CQC inspection in March 2026 rated four services as "Requires Improvement."

West Midlands Police created an Assistant Director of Fairness and Belonging role in January 2021 with a £74,000 salary - nearly three times the average police officer wage. The role was justified by Deputy Chief Constable Jardine who stated it would "ensure the force continues to provide a fair and responsive service to all our communities" and help "become a more representative force." The Fairness and Belonging Strategy was launched in July 2020. Critics including the TaxPayers' Alliance and Conservative PCC candidate Jay Singh-Sohal condemned the spending as "political priorities before policing" and "pointless roles" while the force had lost 2,000 officers due to £175 million funding cuts. The force claimed to be "voted the second most inclusive employer in the UK." This £74,000 salary for one DEI role compares to the existing finding that WMP spent £2.6 million on DEI salaries plus £184,602 training (2019-2025).

**FOI Findings on NHS Trust EDI Staffing (September 2025):** **1. Gloucestershire Health and Care NHS Foundation Trust** - FOI Ref: FOI 346-2025 - DEI Staff: 1 position - Salary Cost: £32,253 – £36,302 - External Training: £0 **2. Royal Devon University Healthcare NHS Foundation Trust** - FOI Ref: RDF3174-25 - DEI Staff: 2 FTE - Total DEI Spend (2024/25): £105,000 to £115,000 (banded) **3. Ashford and St Peter's Hospitals NHS Foundation Trust** - FOI Ref: 11307 - DEI Staff: 2 WTE (Band 6) - Salary Cost: £103,598 to £124,718 (including employers on-costs) - External Training Costs: Unable to provide (Section 12 exemption - would require manual review) **4. Birmingham and Solihull Mental Health NHS Foundation Trust** - FOI Ref: FOI-0342-2025 - EDI staff count as of September 2025 (document reviewed but data not extracted) **5. Bedfordshire Hospitals NHS Foundation Trust** - FOI Ref: FOI-3636 - EDI staff count and salary costs for September 2025 (document reviewed but data not extracted) **Source:** Individual NHS Trust FOI disclosure logs, 2025

**FOI Reference:** 01.FOI.25.042955 (April 2025 response) **Spending Period:** April 2024 to February 2025 **DEI Spending:** Approximately £3.65 million on Diversity, Equality, and Inclusion (DEI) initiatives **Spending Categories:** - Salaries for DEI staff - Overtime for DEI staff - Related expenses for DEI team **Staffing (Current/Planned):** - Current team: ~51 full-time equivalent police officers and staff dedicated to DEI work - Planned expansion: 64 members of staff in Culture, Diversity and Inclusion unit - Planned annual cost: £5.2 million per year for 64 FTE roles **Note:** The expansion comes amid a £250 million budget crisis for the force **Source:** Metropolitan Police FOI disclosure, April 2025; GB News report citing FOI figures

**FOI Reference:** FOI 2349822/25 (January 2025) **DEI Staff Headcount:** 19 posts (uniformed and non-uniformed) **Individual Posts & Salaries:** - Head of Diversity, Equality and Inclusion: £91,536 - Diversity, Equality and Inclusion Manager: £57,252 - 3 x Diversity, Equality and Inclusion Officers: £45,924 each - 2 x Administrative Assistant for DEI and Positive Action: £30,912 each - 1 x DEI Comms and Marketing Lead: £53,412 - 1 x DEI Comms and Marketing Officer: £42,492 - 1 x Positive Action T/Inspector – Uniformed: £94,272 - 1 x Positive Action Sergeant – Uniformed: £79,716 - 1 x Positive Action Progression Officer: £45,924 - 6 x Positive Action Ambassadors (PCs) – Uniformed: £59,844 each - 1 x Equality & Diversity Trainer – Police staff: £45,924 **Total Staff Costs:** £969,188 to £1,069,188 (various sources cite different figures) **External Training Cost:** £361,000 (final payment pending) **Total Annual DEI Spend:** £1,430,880 (per some sources) **Ethnic Minority Representation:** 6 of 19 posts filled by ethnic minority applicants **Source:** West Yorkshire Police Freedom of Information response, January 2025

West Midlands Police FOI response (reference 1489A/23, November 2023) confirmed the force employs staff specifically focused on promoting equality, diversity and inclusion. The FOI requested the number of EDI employees, their job titles and annual salaries as of 1 January for each year from 2019 to 2023. A separate FOI (reference 1713A/23, January 2024) sought details on DEI training sessions, including numbers of mandatory vs voluntary sessions, internal vs external delivery, and expenditure on external DEI training. The force confirmed it holds this information. The Express report (January 2026) citing FOI data found West Midlands Police spent nearly £2.6 million on EDI staff salaries between 2019-2025, with annual salary costs peaking at £542,233 in 2023. EDI staff headcount grew from 2 FTE in 2019 to 8.72 FTE by 2023, before being reduced to 4 positions by 2025.

The contrast between hate crime recording and burglary charge rates reveals a significant disparity in police priorities. Hate crimes recorded by police in England and Wales reached 115,990 in the year ending March 2025 (excluding Metropolitan Police), a 2% increase from the previous year. This figure has more than tripled since March 2013. Meanwhile, the charge/summons rate for residential burglary offences was just 4.7% in the year ending March 2025 (similar to 4.3% in 2024). The overall charge rate for victim-based offences rose to 6.3% in 2025 from 5.5% the previous year, but this remains historically low compared to 11.1% in 2016. The most common reason for closing victim-based offences was that no suspect had been identified (42.1% of cases), rising to 70.8% for theft offences. This data demonstrates that while hate crime recording has expanded significantly, charge rates for crimes affecting ordinary citizens remain extremely low.

NHS Greater Manchester Integrated Care Board (NHS GM) employed a total of 6 whole-time equivalent (WTE) staff within its Equality, Diversity, and Inclusion (EDI) team as of Month 6 (September 2025) in the 2025/26 financial year, with a total headcount of 7. This FOI response (FOI 2025/1388) was published by Greater Manchester Integrated Care Partnership. The dedicated workforce is described as playing a "crucial role in supporting NHS GM as an employer and in addressing workforce and health inequalities across Greater Manchester." This data relates to the NHS Integrated Care Board, not Greater Manchester Police directly.

King's College Hospital NHS Foundation Trust appointed its first permanent Director of Equality, Diversity and Inclusion (EDI), Funmi Onamusi, in April 2021. The Trust has published a "Roadmap to Inclusion 2022-2024" outlining its EDI strategy with over 20 programmes including community engagement, a bespoke CPD-accredited Cultural Intelligence programme, and comprehensive training. The Trust's EDI Annual Report 2023-2024 is publicly available. An EDI Officer position at King's College Hospital was advertised at £44,806 to £53,134 per annum (including high cost allowance). The Trust has an EDI team ensuring compliance with the Equality Act 2010 and publishes Workforce Race Equality Standard (WRES), Workforce Disability Equality Standard (WDES), and Gender Pay Gap reports. The Trust was shortlisted for a National Diversity Award. Board papers and agendas are published on the Trust website, with the most recent available for December 2024.

The NHS Confederation estimates that the NHS spends approximately £40 million annually on dedicated Equality, Diversity and Inclusion (EDI) roles. This figure was cited in their publication "An investment not a drain" defending EDI spending. A Mail on Sunday investigation (October 2025) found total public sector EDI spending across NHS, police and councils reaches £70 million annually. The investigation revealed NHS trusts advertising EDI roles at salaries up to £122,000 pro-rata - more than double junior doctor salaries (£36,616-£70,425). One EDI secondment role covering southwest England offered £122,000 pro-rata, while a head of EDI at a London NHS trust advertised up to £91,336. In 2023, then-Health Secretary Steve Barclay ordered a halt to EDI recruitment after discovering a £96,000 diversity job advert.

West Midlands Police spent nearly £2.6 million on salaries for diversity, equality and inclusion (DEI) staff, plus a further £184,602 on external training between 2019 and 2025. Annual DEI salary costs peaked in 2023 at £542,233. The force's DEI staff headcount grew from just 2 full-time equivalent (FTE) roles in 2019 to 8.72 FTE by 2023, before being scaled back to 4 DEI positions by 2025. This spending occurred despite the force facing a potential £41.1 million funding cut for 2026/27 and the Chief Constable complaining about budget pressures. The FOI response (reference 290A/25) was published in March 2025. The force has faced criticism for banning Maccabi Tel Aviv fans from a match while spending heavily on DEI initiatives.

NHS England figures for January 2026 show the waiting list for routine hospital treatment has fallen to 7.25 million - the lowest level in almost three years. Key statistics: - Waiting list decreased by 43,666 from December 2025 to January 2026 - Represents an estimated 6.13 million unique patients - Overall decrease of more than 370,000 since June 2024 - Winter 2025/26 was the busiest on record with 9.1 million A&E attendances (November-February) - Almost 130,000 more ambulance handovers compared with winter 3 years ago - A&E 4-hour performance at 73.6% - highest winter rate since 2021/22 - Average Category 2 ambulance waits down to 32:29 - fastest for 5 years The data shows NHS performance improving despite record demand, with waiting lists falling and A&E/ambulance response times at their best winter levels in 4-5 years.

The Department for Education has published revised statutory guidance for Relationships, Sex and Health Education (RSHE) coming into force on 1 September 2026. Key changes from the 2019 guidance: **Gender Identity Teaching:** - The Conservative draft had explicitly told schools NOT to teach about gender identity - this ban has been DROPPED by Labour - Schools must now teach "the facts and the law about biological sex and gender reassignment" - Schools should "not teach as fact that all people have a gender identity" - Schools should "be mindful to avoid any suggestion that social transition is a simple solution to feelings of distress or discomfort" - Beyond facts and law, schools should recognise "there is significant debate" and "should be careful not to endorse any particular view or teach it as fact" **Primary Schools:** - Primary schools are "strongly encouraged" to teach about same-sex parents along with other family arrangements when discussing families - Flexibility for primary schools to teach about sexual imagery online in late primary "where this is an issue in their school" **Secondary Schools:** - Equal opportunity to explore features of stable and healthy same-sex relationships - Content integrated into RSHE programmes rather than standalone lessons - New content on misogyny, sexual harassment, stalking, revenge porn, upskirting, financial sexual exploitation, strangulation and suffocation - Content on incel culture and online influences - Suicide prevention lessons "when pupils are ready" **New Topics Added:** - Deepfakes, gambling, virginity testing, hymenoplasty, bereavement, loneliness, antimicrobial resistance, menstrual health (endometriosis, PCOS), parenting and early years brain development **Age Limits:** - Proposed age limits for certain topics will NOT be added - schools must ensure curriculum is "relevant, age and stage appropriate" The guidance replaces the 2019 document and schools have until September 2026 to adapt curriculum and policies.

The House of Lords has voted by 227-221 to approve Amendment 387B to the Crime and Policing Bill, which would abolish the recording of non-crime hate incidents (NCHIs). Key details: - Amendment tabled by Lord Young of Acton (Free Speech Union General Secretary), co-sponsored by Lord Hogan-Howe (former Met Commissioner) and Lord Strasburger - Would bar police from recording, retaining or processing data related to NCHIs - Exceptions allowed for data "relevant for the prevention and detection of a crime" - Forces would need to purge existing NCHI records below threshold and not release information in DBS checks - Metropolitan Police already announced in late 2025 it would stop investigating NCHIs after dropping probe into Graham Linehan's social media posts - College of Policing and National Police Chiefs' Council have both recommended scrapping NCHIs - Home Secretary Shabana Mahmood has signalled support for changes, telling The Telegraph she would "expect to see" NCHIs "changed, absolutely" Baroness Doreen Lawrence opposed the amendment, citing her son Stephen Lawrence's murder and arguing NCHIs help track escalating behaviour. Lord Young countered that verbal abuse would still meet threshold for anti-social behaviour recording. Examples cited of trivial NCHIs: man accused of whistling Bob the Builder theme at neighbour, woman who said cat was Methodist, schoolgirls saying another girl smelled like fish. The Bill requires further parliamentary scrutiny before becoming law.

The Care Quality Commission has published a damning report on St Andrew's Healthcare mental health hospital in Northampton, which remains in special measures with an overall rating of 'Inadequate'. Key findings: - CQC reviewed CCTV footage identifying two staff assaults on patients and a staff member covering a patient's mouth during restraint - Between August-October 2025, six incidents of observing nurses found asleep whilst supposed to be continually observing patients - Highest number of safeguarding incidents related to allegations of abuse by staff on patients - 14 breaches of regulation identified including person-centred care, safe care and treatment, safeguarding, dignity and respect, good governance and staffing - Forensic inpatient/secure wards and wards for older people with mental health problems rated Inadequate - Services for people with acquired brain injury downgraded from Good to Requires Improvement - NHS England asked commissioners to make alternative arrangements for 287 patients - 15 staff members arrested following allegations of rape, ill-treatment and neglect - 10 staff remain under suspicion by Northamptonshire Police - Charity Commission investigating the running of the hospital The hospital has been subject to urgent enforcement action since July 2025, with conditions restricting new admissions. The report notes a "closed culture on wards" and negative impact of cost-saving programmes on services and staff morale.

Central London Community Healthcare NHS Trust employs three staff whose primary role relates to Equality, Diversity and Inclusion (EDI), with a total salary cost of £149,035 per year. The roles are: Head of EDI (Band 8b) - £66,953; EDI Officer (Band 6) - £48,988; EDI Project Support Coordinator (Band 4) - £33,094. One of these roles is a secondment. The Trust also spends on EDI-related subscriptions including Stonewall Diversity Champions and Business Disability Forum. In 2024/25, subscriptions cost £10,404 plus £3,090, with training/workshops costing £300. In 2023/24, subscriptions cost £3,090 with training/workshops costing £7,200. In 2022/23, subscriptions cost £2,575. Training providers include AKD Solutions, NHS Employers Diversity in Health & Care Partners Programme, Calibre Leadership Programme, and Skills Network EDI Training Course.

East Surrey Hospital in Redhill has been downgraded from "Outstanding" to "Requires Improvement" by the Care Quality Commission (CQC) following an inspection in September 2024. The CQC carried out a responsive assessment of the medical care including elderly care service due to receiving an increased number of concerns and complaints from different sources. The service was rated "Outstanding" at the last inspection but has now been downgraded. This follows a pattern of major NHS trusts being downgraded from Good/Outstanding to Requires Improvement, including King's College Hospital NHS Foundation Trust (four services rated "Requires Improvement" in March 2026) and South London and Maudsley NHS Foundation Trust (downgraded from "Good" to "Requires Improvement" in February 2026). The downgrades highlight concerns about declining standards in NHS hospital care.

Home Office statistics for year ending March 2025 show 115,990 hate crimes recorded by police in England and Wales (excluding Metropolitan Police), a 2% increase from the previous year. Race hate crimes increased 6% and religious hate crimes increased 3%. There was a 19% increase in religious hate crimes targeted at Muslims, with a spike at the time of the Southport murders and subsequent disorder. Other strands showed falls: sexual orientation (down 2%), disability (down 8%), transgender (down 11%). The Crime Survey for England and Wales (combined year ending March 2023 to March 2025) estimated 176,000 incidents of hate crime per year. The figures exclude Metropolitan Police data due to a change in crime recording systems from CRIS to CONNECT in February 2024, which revealed data quality issues with the legacy system that had been over-flagging offences as hate crimes.

Home Office figures obtained under FOI covering 35 of 43 police forces in England and Wales reveal a significant disparity in hate crime prosecution rates. In the 12 months to March 2025, 6.7% of alleged offences targeting Muslims resulted in a charge or summons (one in 15), while only 3.8% of antisemitic hate crimes resulted in such action (one in 26). Muslim victims were 76% more likely to see their alleged perpetrator prosecuted than Jewish victims. For racially or religiously aggravated public fear, alarm or distress cases, 6.7% involving Jewish victims resulted in charge/summons compared with 9.2% for Muslim victims. In assault with intent to cause serious harm cases, Jewish victims experienced 6 incidents with 0 charges, while Muslim victims had 13 incidents with 3 charges. The Community Security Trust said the figures raise "serious questions about consistency in the criminal justice response to hate crime." Fiyaz Mughal of Tell Mama warned that a new definition of anti-Muslim hatred could lead authorities to "focus even more on crimes against Muslims at the expense of others."

An FOI response from Gloucestershire Health and Care NHS Foundation Trust (published March 2025) reveals the trust employs one staff member in a diversity, equality, equity or inclusion role, with an annual salary range of £32,253 to £36,302. The trust reported no spending on EDI external training bodies and courses for the last financial year. This is one of several FOI responses being collected across NHS trusts regarding DEI staffing and spending. Other trusts' responses show variation: Royal Devon University Healthcare NHS Foundation Trust reported two FTE DEI staff positions; Bedfordshire Hospitals NHS Foundation Trust reported 1.2 WTE DEI roles. The FOI request asked for: (1) total number of staff hired in a diversity, equality, equity or inclusion role; (2) total spend on diversity, equality and equity or inclusion, including staff salaries and external training bodies and courses for the last financial year.

The Department for Education published updated statutory guidance for Relationships, Sex and Health Education (RSHE) in summer 2025, coming into force on 1 September 2026. Key changes include: seven new "guiding principles" for curriculum development (engagement with pupils and parents, positivity, careful sequencing, relevance, skilled delivery, whole school approach); new content on online safety including financial harms, gaming monetisation, scams, and age restrictions; learning correct names for body parts including genitalia in primary schools; new content on personal safety, change and loss including bereavement; increased emphasis on skills for managing difficult feelings and communicating boundaries. Sex education remains non-compulsory in primary schools, though DfE recommends it be taught in Year 5 and/or Year 6. The parental right to withdraw from sex education remains. The guidance includes content on helping pupils identify online misogyny and sexual ethics. Schools have until September 2026 to adapt curricula and policies.

Home Office official statistics for year ending March 2025 show that only 6.3% of victim-based offences resulted in a charge/summons outcome. This represents a slight increase from 5.5% the previous year, but follows a long-term downward trend from 11.1% in year ending March 2016. The most common reason for closing a victim-based offence was that no suspect had been identified (42.1% of cases). For theft offences specifically, 70.8% of cases were closed with no suspect identified. Sexual offences, including rape, were more likely to be closed due to evidential difficulties (44.3% and 47.5% respectively). Rape offences had the lowest charge rate at 2.8% and took the longest average time to investigate (434 days). For weapons offences, charge rates were higher: 12.0% for firearms offences and 11.5% for knife-enabled offences, compared to 7.3% and 6.7% for equivalent non-weapon offences.

A Freedom of Information response from West Yorkshire Police (January 2025, FOI 2349822/25) reveals the force employs 19 staff in DEI-related roles with total annual salary costs of approximately £1.2 million. The breakdown includes: Head of Diversity, Equality and Inclusion (£91,536); Diversity, Equality and Inclusion Manager (£57,252); 3 x Diversity, Equality and Inclusion Officers (£45,924 each); 2 x Administrative Assistant for DEI and Positive Action (£30,912 each); DEI Comms and Marketing Lead (£53,412); DEI Comms and Marketing Officer (£42,492); Positive Action T/Inspector - Uniformed (£94,272); Positive Action Sergeant - Uniformed (£79,716); Positive Action Progression Officer (£45,924); 6 x Positive Action Ambassadors (PCs) - Uniformed (£59,844 each); and Equality & Diversity Trainer (£45,924). Additionally, external training costs total £361,000. The force stated that 6 posts are filled by individuals from an ethnic minority group. West Yorkshire Police is the fourth largest police force in England.

FOI Reference: FOI 2767725/25 (December 2025) - West Yorkshire Police OFFICER NUMBERS: Date | Total FTE Officers | Frontline FTE Officers 30/06/2024 | 6,052.22 | 5,349.14 30/09/2025 | 6,124.52 | 5,469.33 NET INCREASE: - Total officers: +72.3 FTE (1.2% increase) - Frontline officers: +120.19 FTE (2.2% increase) NOTE: Excludes officers on career breaks. Frontline defined as Visible Operational frontline, Non-visible frontline, and Frontline support per Police Objective Analysis categorisations. CONTEXT: Comparison with DEI spending (£1.2 million+ annual salaries, £361,000 training) shows significant resources allocated to non-operational roles while officer numbers show modest increases.