To ask the Secretary of State for Health and Social Care, what assessment he has made of the potential impact of the NHS England restructure on equalities, particularly on disabled, neurodiverse, female and non-British staff members.

NHS England is actively monitoring the impact of transition through multiple feedback channels, including the annual staff survey, engagement forums, its Health and Safety Committee, staff networks, and recognised trade union forums, as well as through sickness absence and direct feedback mechanisms. This approach is underpinned by the Equality, Diversity and Inclusion framework, which proved effective in assessing the potential impact of restructuring on staff with protected characteristics.

NHS England has designed and implemented an enhanced support package for its staff during transition which has been shaped and informed with its staff networks who are representative of the diversity of its workforce, trade unions, and health and safety representatives to meet the diverse needs of colleagues in the organisation. The support includes:

• dedicated mental health resources through the Employee Assistance Programme, with confidential counselling, and occupational health and wellbeing services available to all staff;
• a mix of wellbeing workshops to support staff with career planning, financial planning and stress management;
• inclusive guidance for line managers to help them identify and respond to wellbeing concerns in a way that is sensitive to individual circumstances, including those related to protected characteristics and personal responsibilities;
• targeted support for staff networks and underrepresented groups, ensuring that voices from across NHS England’s organisation are heard and supported during transition; and
• a commitment to undertake additional Equality Impact Assessments as the programme moves into more detailed design phases, ensuring that equality considerations remain central to decision-making.