The Workforce Disability Equality Standard (WDES) Action Plan 2020/21
Calderdale & Huddersfield Foundation NHS Trust is dedicated to meeting the requirements of the Workforce Disability Equality Standard for NHS Trusts. The action plan for 2020/21 emphasizes virtual interaction, online education, and enhancing a culture of care. It aims to support colleague wellbeing, promote positive change, and improve all WDES indicators. The plan will be monitored bi-annually with input from the Colleague Disability Action Group.
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Workforce Disability Equality Standard (WDES) Data Pack (20/21) Date of Report October 2020 Board Lead Suzanne Dunkley Executive Director of Workforce EDI Manager Nicola Hosty
Workforce Disability Equality Standard Workforce Disability Equality Standard (WDES) Data Pack (20/21) (WDES) Data Pack (20/21) Workforce Disability Equality Standard (WDES) Action Plan 2020/21 Introduction Calderdale & Huddersfield Foundation NHS Trust is committed to meeting the requirements of the Workforce Disability Equality Standard for NHS Trusts. The Trust submitted its workforce data against the standard, to the national WDES team, as per our contractual obligation. Having considered the 2019/20 data, alongside data from previous years along with the reality of the current pandemic, this year s action plan will contain more virtual interaction, more on line education and awareness and we believe our approach to One Culture of Care (where we care for each other the same way we care for our patients) will support positive change. There will also be an increased level of support for colleagues across the Trust to support self care and personal wellbeing. In doing this, it is anticipated that this will bring about positive change across the Trust resulting in an improvement in all WDES indicators. The Trust s Colleague Disability Action Group has been instrumental in the development of this action plan Monitoring and Evaluation The action plan will be monitored by the Inclusion Advisory Group on a bi-annual basis along with regular discussion at all the Equality Groups in the Trust
Workforce Disability Equality Standard Workforce Disability Equality Standard (WDES) Data Pack (20/21) (WDES) Data Pack (20/21) WDES Metric/Indicator Current Data Previous Years Data Movement 1. % of colleagues in AfC pay bands or medical and dental subgroups and Very Senior Manager (inc Exec Board members) compared with the % of colleagues in overall workforce 2. Relative likelihood of disabled colleagues compared to non disabled colleagues being appointed from shortlisting across all posts 2020/21 Activity - Inclusion Interview Panels -All panellists to have undertaken unconscious bias e module -develop a range of on line disability awareness modules for CHFT Management Essentials Disabled = 0.18 Non-disabled = 0.24 Disabled = 0.17 Non-disabled = 0.26 More likely for a non disabled colleague to be appointment from shortlisting (however the data has improved from 2019) More likely for a non disabled colleague to be appointment from shortlisting Positive Movement Disabled = 0.21 Disabled = 0.03 3. Relative likelihood of disabled colleagues compared to non disabled colleagues entering the formal capability process, as measured by entry into the formal capability procedure 2020/21 Activity support for colleagues entering into the formal capability process --disability awareness e modules -Colleague Disability Action Group -unconscious bias e module Non-disabled = 0.17 Non-disabled = 0.02 More likely for a disabled person to enter the formal capability process (statistics show that this is a negative trend compared to 2019 figures) More likely for a disable person to enter the formal capability process Negative Movement
Workforce Disability Equality Standard Workforce Disability Equality Standard (WDES) Data Pack (20/21) (WDES) Data Pack (20/21) WDES Metric/Indicator Current Data Previous Years Data Movement Patients and service users Disabled = 34.5% Non-Disabled = 29.0% Disabled and non disabled colleagues are experiencing more abuse than 2019 Managers Disabled = 15.6% Non-Disabled = 10.8% We seem to be making progress when it comes to manager support for disabled colleagues Colleagues Disabled = 28.0% Non-Disabled = 16.9% Disabled and non disabled colleagues are experiencing more abuse than 2019 Reporting over last 12 months Disabled = 46.5% Non-Disabled = 48.1% Mixed response it appears less disabled colleagues are reporting however there has been a significant increase in non disabled colleague reporting Higher % of disabled colleagues across all sections experience harassment than non disabled colleagues Patients and service users Disabled = 34.3% Non-Disabled = 28.3% 4a. % (i)of disabled colleagues compared to non disabled colleagues experiencing harassment, bullying or abuse from patient/service users, their relative or other members of the public (ii) managers and (iii) other colleagues Negative Movement Managers Disabled = 16.2% Non-Disabled = 10.3% 4 (b) % of disabled colleagues compared to non disabled colleagues saying the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it 2020/21 Activity - Develop a wide range of support for victims of bullying & harassment -Review Trusts Bullying & Harassment Policy -One Culture of Care embedded in the organisation --develop bullying & harassment e modules for CHFT Management Essentials programme -Colleague Disability Action Group championing and supporting disabled colleagues -all decision makers to have undertaken unconscious bias e module Positive Movement Colleagues Disabled 27.0% Non-Disabled 16.7% at work they or a colleague reported it in the last 12 months Disabled = 49.3% Non-Disabled = 41.9% Higher % of disabled colleagues across all sections experience harassment than non disabled colleagues Negative Movement
Workforce Disability Equality Standard Workforce Disability Equality Standard (WDES) Data Pack (20/21) (WDES) Data Pack (20/21) WDES Metric/Indicator Current Data Previous Years Data Movement Disabled = 83.4% Non-Disabled = 87.3% Disabled = 80.2% Non-Disabled = 86.1% 5. % of disabled colleagues compared to non disabled colleagues believing the Trust provides equal opportunities for career progression and promotion 2020/21 Activity - Inclusion Interview Panels --All panellists unconscious bias e module -develop a range of on line disability awareness modules Making headway in this area - Higher % of non disabled colleague believe the Trust provide equal opportunities however still lower than non disabled Higher % of non disabled colleague believe the Trust provide equal opportunities than non disabled Positive Movement Disabled = 34.4% Non-Disabled = 24.4% Disabled = 37.0% Non-Disabled = 26.9% 6. % of disabled staff compared to non disabled staff saying they have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties 2020/21 Activity - Investment in Wellbeing (self care / wellbeing hour / e resources / 24/7 service / counselling) -One Culture of Care approach embedded Making headway in this area - % of disabled staff feeling pressure to come to work from their manager has reduced however still higher than non disabled Higher % of disabled staff feel pressure to come to work from their manager than non disabled Positive Movement Disabled = 36.0% Non-Disabled = 44.2% Disabled = 35.0% Non-Disabled = 44.5% 7. % of disabled colleagues compared to non disabled colleagues saying they are satisfied with the extent to which their organisation values their work 2020/21 Activity - Education & Awareness programme through CDAG & E modules -unconscious bias e module A slight increase in this area compared to last year albeit still a gap compared to non disabled Disabled colleagues feel less satisfied the Trust values their work compared to non disabled Positive Movement
Workforce Disability Equality Standard Workforce Disability Equality Standard (WDES) Data Pack (20/21) (WDES) Data Pack (20/21) WDES Metric/Indicator Current Data Previous Years Data Movement Disabled = 68.2% Disabled = 70.0% 8. % of disabled colleagues saying their employer has made adequate adjustments to enable them to carry out their work 2020/21 Activity - on line disability awareness modules -One Culture of Care approach embedded -Wellbeing Ambassadors to support colleagues A decrease compared to 2019 Negative Movement Disabled = 6.5 Non-Disabled = 7.0 Disabled = 6.6 Non-Disabled = 7.1 9a. The staff engagement score for disabled colleagues, compared to non disabled colleagues and the overall engagement score of the organisation 2020/21 Activity - Investment in Wellbeing (self care / wellbeing hour / e resources / 24/7 service / counselling) -One Culture of Care approach embedded -Colleague Disability Action Group Comparative movement compared to 2019 Disabled staff have a lower engagement score than non disabled colleagues in the organisation Disabled staff have a lower engagement score than non disabled colleagues in the organisation 9b.Has the Trust taken action to facilitate the voices of disabled colleagues in your organisation and let them be heard? Colleague Disability Action Group, More emphasis on Freedom to Speak up, One Culture of Care 10. % of difference between the organisations board voting membership and its organisations overall workforce, disaggregated: -by voting membership on the board -by executive membership of the board Board Disabled 2.0% Overall Workforce Disabled 4.3% Board Disabled 2.0% Overall Workforce Disabled 4.0% % difference = 2.3 % difference = 2.0
