Workforce Disability Equality Standard

The Trust has published the Workforce Disability Equality Standard report and action plan for 2020 in line the requirement under Service Condition 13 of the NHS Standard Contract.

What is the Workforce Disability Equality Standard (WDES)?

  • The Workforce Disability Equality Standard (WDES) is a data-based standard that uses a series of measures (Metrics) to help improve the experiences of Disabled staff in the NHS.
  • The ten evidence-based Metrics will enable NHS organisations to compare the reported outcomes and experiences of Disabled with non-disabled staff.
  • The WDES is mandated by the NHS Standard Contract.
  • NHS Trusts and Foundation Trusts will be required to publish their results and develop action plans to address the differences highlighted by the Metrics with the aim of improving workforce disability equality.
  • First reports must be published by 1 August 2019 and based on the data from the 2018/19 financial year.

What is the purpose of the WDES?

  • Results of the annual NHS staff survey show that Disabled staff consistently report higher levels of bullying and harassment and less satisfaction with appraisals and career development opportunities. The purpose of the WDES is to improve the experience of Disabled staff working in, and seeking employment in, the NHS.
  • The WDES mandates all NHS Trusts and Foundation Trusts to publish the results of their Metrics, together with an action plan, outlining the steps the organisation will take to improve the experiences of Disabled staff.

Which NHS organisations does the WDES apply to?

  • The WDES applies to all NHS Trusts and Foundation Trusts from April 2019.
  • It does not apply to the independent sector during the first two years of implementation.
  • It is a voluntary standard for arm’s-length bodies (ALBs).
  • CCG engagement about the implementation of the WDES will start in 2019.

You can read more about the WDES on NHS England website, equally you can download a copy of the Workforce Disability Equality Standard 2020 report.

See Fact Sheet for more information.

The table below shows our position in comparison to our previous year’s performance

 
 

2018/19

2019/20

2020/21

   
           

Nat (Avail 2021)

   
           

DHC

Nat

DHC

Nat

DHC

 

Total Staff

5791

 

7259

 

8073

     

BAME Staff

842

925

 

495

   

Visible BAME Staff

5.30%

6.40%

 

6.13%

   

Key Indicator 2:

               

Relative likelihood of white staff being appointed from shortlisting compared to that of BME staff

2.44-1

1.46-1

4.41-1

1.61-1

3.48-1

   

Key Indicator 3:

     

1.16-1

1.63-1

     

Relative likelihood of BAME staff entering the formal disciplinary process, compared to that of white staff, as measured by entry into a formal disciplinary investigation.

       
 

2.56-1

1.22-1

1.95-1

 

Key Indicator 4:

     

1.14

1.05-1

     

Relative likelihood of BAME staff accessing non mandatory training and CPD as compared to white staff

0.94-1

1.15-1

1.0-1

 

National NHS Staff Survey findings

 

For each of these four staff survey indicators, the Standard compares the metrics for the responses for White and Visible BAME staff for each survey question

Key Indicator 5:

23.25%

27.80%

21.10%

27.9

23%

 

White

 

KF 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months

     

30.3

29%

     
 

36.29%

29.80%

32%

Visible BAME

Key Indicator 6:

17.29%

24.20%

17.30%

23.6

13%

 

White

 

KF 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months

     

28.4

13%

     
 

17.60%

29%

23.80%

Visible BAME

Key Indicator 7:

91.24%

86.30%

91.20%

86.9

91%

 

White

 

KF 21. Percentage believing that trust provides equal opportunities for career progression or promotion

       

71.2

85%

 

Visible BAME

 
 

78.16%

69.90%

86.50%

Key Indicator 8:

     

6

5%

 

White

 

Q17. In the last 12 months have you personally experienced discrimination at work from any of the following?

3.94%

6.40%

4%

 

b) Manager/team leader or other colleagues

       
 

14.75%

15.30%

9.10%

14.5

12%

 

Visible BAME

 

Key Indicator 9:

9.10%

8.40%

5%

10

12.50%

 

Board BAME

 

Percentage difference between the organisations’ Board voting membership and its overall workforce.

 

Note: Only Voting members of the Board are included

       

6.40%

 

Voting Board Difference

 
 

3.80%

-1.40%

 
Equality & Diversity