Workforce Disability Equality Standard (WDES)

Workforce Disability Equality Standard (WDES) - Introduction
This annual reporting process allows the Trust to compare the experiences of staff with disabilities/long-term health conditions and staff without disabilities. The WDES has been mandated by NHS England by the Standard NHS Contract but is newer than the WRES.
 
Within the WDES are ten core metrics the Trust collates and publishes information on its performance. Within the reports are actions plans for addressing areas of improvement.
 
The nine indicators are:
 
  • Representation of clinical and non-clinical staff in pay bands.
  • Relative likelihood of non-disabled staff compared to Disabled staff being appointed from shortlisting across all posts.
  • Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process on the grounds of performance.
  • Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse.
  • Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion.
  • Percentage of Disabled staff compared to non-disabled staff saying that they have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties.
  • Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with how much their organisation values their work.
  • Percentage of Disabled staff saying that their employer has made reasonable adjustment(s) to enable them to carry out their work.
  • Staff engagement score for Disabled staff, compared to non-disabled staff.
  • Board representation of disabled and non-disabled members.

To see our most current and previous reports, please go to Equality, Diversity and Inclusion Reports page.
Last updated31 Jan 2024
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