Workforce Disability Equality Standards (WDES) 2022/2023 Update

 
Workforce Disability
Equality Standards
 
(WDES)
2022/2023
 
NBT Workforce composition 2022/2023
Workforce Disability Equality Standard
Staff composition at NBT of 
Disabled
staff is 2.55% 
compared to 74,8%
staff identifying as non-disabled, this
is a 0.75% increase over 2 years
2.5 % decrease 
in the proportion of
staff where their disability status is
unknown from 25% in 2021 to 22% in
2023.
 
All data is for the NBT position as of 31 March 2023, unless otherwise stated. All permanent, fixed term contract and non-
executive director level staff are included. A
gency, bank and locum staff are not included.
 
WDES Result update 2022/2023 (1)
Workforce 
Disability
 Equality Standard
% Disabled staff in
AfC bands 8a and
above
Indicator 1
 
There was an overall increase between 2022
and 2023 in staff identifying as disabled ,
including bands 2,3,5,6,7,8d, consultants and
non-executive directors. However, there were
notable 
declines across Band 8 overall 
in
last 12 months.
 
Total number of
NBT colleagues
Disabled:
Non-Disabled:
Likelihood of
appointment
Indicator 2
 
People who 
declare as disabled are 1.15
less likely to be appointed after short-
listing, 
compared to the everyone else
(those who say ‘no disability’ and ‘not
stated’). However slight improvement from
last year’s rate  of 1.18%.
Formal capability
Indicator 3
 
Disabled staff are
 
more likely to enter
formal capability process at 2.45 
on
average compared to non-disabled staff.
Improved since previous years figure of 5.08.
Staff engagement
score
Indicator 9
 
Disabled staff engagement is 6.4
compared to 7 
 for non-disabled staff and is
slight decrease from the previous year but is
equal to the national average
Board
Representative of
disabled staff
Indicator 10
 
1 disabled member is on the Trust
Board 
and has voting rights out of 15
Board members in total.
 
WDES Result update 2022/2023 (2)
Workforce Disability Equality Standard
% of staff experiencing
harassment bullying
, 
or
abuse
 from 
patients,
relatives or members of
the public 
in the last 12
months
Indicator four ai
 
34.8% of Disabled Staff 
are
experiencing this compared to
staff with non-disabled staff  at
24.8%, this is almost 2% worse
than national average
% of staff who experienced
bullying, harassment or
abuse at work from
managers
 in the last 12
months
Indicator 10
 
13.4% of Disabled Staff 
are
experiencing this compared to
non-disabled staff at 7.8%.
 
NBT is
almost 
4% better 
than the
national average
% of staff experiencing
harassment bullying
, or
abuse from other 
colleagues
in the last 12 months
Indicator four aii
 
26.3% of Disabled Staff 
are
experiencing this compared to non-
disabled staff at 15.7%, NBT’s
position is slightly better than
national average
% staff who experienced
bullying -  they or a
colleague 
reported i
t
Indicator 4b
 
47.6% of Disabled Staff 
are
reporting this, compared to non-
disabled staff at 48.3%, NBT is
slightly 
better 0.8% 
than national
average
 
Total number of
NBT colleagues
Disabled:
Non-Disabled:
 
WDES Result update 2022/2023 (3)
Workforce Disability Equality Standard
% of staff satisfied that their
organisation values their work
Indicator five
 
31.4% of Disabled Staff 
at NBT
are 
satisfied 
that their
organisation values their work
compared with non-disabled staff
at 44.1%. This is almost 
1%
 
better
than national average
% of staff who have felt pressure
from their manager to come to
work, despite not feeling well
enough to perform their duties
Indicator six
% of staff believing the Trust has
equal opportunities for career
development and promotion
Indicator seven
 
 
 
Total number of
NBT colleagues
Disabled:
Non-Disabled:
% disabled staff saying that their
employer has made adequate
adjustment(s) to enable them to
carry out their work.
Indicator eight
 
26.2% of Disabled Staff felt
pressure 
to come 
to work while
unwell 
compared to non-disabled
staff at 18.4%. NBT is almost 
4%
better 
than the national average
 
52.4% of Disabled Staff
believe 
the Trust provides
equal opportunities 
for career
progression compared to non-
disabled staff at 54.4%.
 
72.9% of Disabled Staff say
reasonable adjustments were
made
 at NBT, which is 
1%
better t
han national average
 
Key
Info taken from:
ESR
Staff Survey
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The Workforce Disability Equality Standards (WDES) 2022/2023 update reveals important insights on staff composition, appointment likelihood for disabled individuals, staff engagement, board representation, and experiences of harassment and bullying. The report highlights both areas of improvement and challenges faced in achieving equality standards within the workforce. Key findings include increases in staff identifying as disabled, notable declines in certain staff bands, differences in appointment rates for disabled staff, staff engagement scores, and experiences of harassment from patients, relatives, and colleagues. The report also indicates efforts towards creating a more inclusive and supportive work environment for disabled staff.


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  1. Workforce Disability Equality Standards (WDES) 2022/2023

  2. NBT Workforce composition 2022/2023 Workforce Disability Equality Standard Staff composition at NBT of Disabled staff is 2.55% compared to 74,8% staff identifying as non-disabled, this is a 0.75% increase over 2 years 2.5 % decrease in the proportion of staff where their disability status is unknown from 25% in 2021 to 22% in 2023. All data is for the NBT position as of 31 March 2023, unless otherwise stated. All permanent, fixed term contract and non- executive director level staff are included. Agency, bank and locum staff are not included.

  3. WDES Result update 2022/2023 (1) Workforce Disability Equality Standard There was an overall increase between 2022 and 2023 in staff identifying as disabled , including bands 2,3,5,6,7,8d, consultants and non-executive directors. However, there were notable declines across Band 8 overall in last 12 months. People who declare as disabled are 1.15 less likely to be appointed after short- listing, compared to the everyone else (those who say no disability and not stated ). However slight improvement from last year s rate of 1.18%. % Disabled staff in AfC bands 8a and above Indicator 1 Total number of NBT colleagues Disabled: Non-Disabled: Likelihood of appointment Indicator 2 Formal capability Indicator 3 Disabled staff are more likely to enter formal capability process at 2.45 on average compared to non-disabled staff. Improved since previous years figure of 5.08. Staff engagement score Indicator 9 Disabled staff engagement is 6.4 compared to 7 for non-disabled staff and is slight decrease from the previous year but is equal to the national average Board Representative of disabled staff Indicator 10 1 disabled member is on the Trust Board and has voting rights out of 15 Board members in total.

  4. WDES Result update 2022/2023 (2) Workforce Disability Equality Standard % of staff experiencing harassment bullying, or abuse from patients, relatives or members of the public in the last 12 months Indicator four ai Total number of NBT colleagues Disabled: Non-Disabled: 34.8% of Disabled Staff are experiencing this compared to staff with non-disabled staff at 24.8%, this is almost 2% worse than national average % of staff who experienced bullying, harassment or abuse at work from managers in the last 12 months Indicator 10 13.4% of Disabled Staff are experiencing this compared to non-disabled staff at 7.8%. NBT is almost 4% better than the national average 26.3% of Disabled Staff are experiencing this compared to non- disabled staff at 15.7%, NBT s position is slightly better than national average % of staff experiencing harassment bullying, or abuse from other colleagues in the last 12 months Indicator four aii 47.6% of Disabled Staff are reporting this, compared to non- disabled staff at 48.3%, NBT is slightly better 0.8% than national average % staff who experienced bullying - they or a colleague reported it Indicator 4b

  5. WDES Result update 2022/2023 (3) Workforce Disability Equality Standard 31.4% of Disabled Staff at NBT are satisfied that their organisation values their work compared with non-disabled staff at 44.1%. This is almost 1%better than national average Total number of NBT colleagues Disabled: Non-Disabled: % of staff satisfied that their organisation values their work Indicator five % of staff who have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties Indicator six 26.2% of Disabled Staff felt pressure to come to work while unwell compared to non-disabled staff at 18.4%. NBT is almost 4% better than the national average % of staff believing the Trust has equal opportunities for career development and promotion Indicator seven 52.4% of Disabled Staff believe the Trust provides equal opportunities for career progression compared to non- disabled staff at 54.4%. % disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work. Indicator eight 72.9% of Disabled Staff say reasonable adjustments were made at NBT, which is 1% better than national average Key Info taken from: Staff Survey ESR

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