WDES and WRES Data and Action Plans
This data presents detailed information on WDES and WRES indicators including representation, non-clinical and clinical statistics, staff experiences, trust perceptions, and more from 2019 to 2021. The report covers various clusters and comparisons between disabled and non-disabled staff in different areas.
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WDES and WRES Data and Action Plans October 2021
Our data WDES Indicator 1 (representation) Non Clinical National 2019 MEH 2020 MEH 2021 % Disabled % Non Disabled % Unknown % Disabled % Non Disabled % Unknown % Disabled % Non Disabled % Unknown 3.7% 70.0% 26.3% 2.8% 3.7% 73.2% 23.1% 3.7% 2.8% 74.4% 22.8% 4.7% 2.2% 72.0% 25.8% 2.8% Cluster 1 (AfC Bands 1-4) Cluster 2 (AfC Bands 4-7 Cluster 3 (AfC Bands 8a-8b) Cluster 4 (AfC Band 8c-VSM) 92.0% 94.0% 89.0% 86.1% 5.2% 2.3% 6.3% 11.1% 3.0% 3.6% 4.5% 2.6% 92.3% 94.2% 92.4% 86.8% 4.7% 2.2% 3.0% 10.5% Clinical National 2019 MEH 2020 MEH 2021 % Disabled % Non Disabled % Unknown % Disabled % Non Disabled % Unknown % Disabled % Non Disabled % Unknown 3.1% 72.3% 24.6% 2.0% 3.3% 72.0% 24.7% 1.2% 2.4% 71.0% 26.6% 2.7% 1.8% 68.2% 30.0% 0.0% 1.9% 75.5% 22.6% 0.0% 1.2% 67.7% 31.1% 0.0% 0.8% 64.1% 35.1% 0.0% Cluster 1 (Bands 1-4) Cluster 2 (Bands 4-7 Cluster 3 (Bands 8a-8b) Cluster 4 (Band 8c-VSM) Cluster 5 (Medical & Dental, Consultants) Cluster 6 (Medical & Dental, Non-consulants career grade) Cluster 7 (Medical & Dental, trainee grades) 92.4% 94.9% 97.3% 92.3% 94.4% 89.0% 69.6% 5.6% 3.9% 0.0% 7.7% 5.6% 11.0% 30.4% 0.9% 2.0% 1.3% 0.0% 0.6% 0.0% 5.1% 93.4% 94.7% 98.7% 87.5% 95.1% 95.4% 76.3% 5.6% 3.4% 0.0% 12.5% 4.3% 4.6% 18.6% NB: Please note that National Data for 2020 has not yet been published
Our data WDES Indicators 2-5 National MEH 2020 WDES Indicator 2019 2020 2021 2Relative likelihood of non-disabled applicants being appointed from shortlisting across all posts compared to disabled applicants Not yet published 1.23 1.31 1.5 Statistically not able to determine 3Relative likelihood of disabled staff entering the formal capability process compared to non disabled staff 4aPercentage of disabled staff experiencing harassment, bullying or abuse from: Not yet published 1.1 43.34 Disabled Non-Disabled Disabled Non-Disabled Disabled Non-Disabled 33.8% 26.8% 19.8% 13.0% 26.8% 18.1% 31.6% 25.2% 18.6% 10.7% 25.7% 16.8% 35.2% 24.2% 26.1% 13.8% 33.6% 21.6% 38.2% 24.9% 28.0% 15.0% 33.6% 20.9% 4.1 Patients/Service users, their relatives or other members of the public 4.2 Managers 4.3 Other colleagues Percentage of Disabled staff compared to non-disabled staff saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it. 5Percentage of staff believeing that trust provides equal opportunities for career progression or promotion Disabled 47.8% 49.6% 56.7% 55.3% 4b Non-Disabled Disabled Non-Disabled 46.6% 75.3% 82.7% 48.0% 78.5% 85.1% 48.4% 59.8% 79.2% 50.7% 63.1% 76.9% NB: Please note that National Data for 2020 has not yet been published
Our data WDES Indicators 6-10 National MEH WDES Indicator 2019 32.0% 23.0% 2020 31.3% 23.0% 2020 36.4% 22.3% 2021 39.0% 27.4% 6Percentage of Disabled staff compared to non-disabled staff saying that they have felt pressure from their manager to come to work, Disabled Non-Disabled Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work. Disabled 37.2% 39.2% 45.5% 51.3% 7 Non-Disabled 47.9% 50.5% 53.6% 56.5% 8Percentage of Disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work. The staff engagement score for Disabled staff, compared to non- disabled staff. 72.4% 6.64 7.08 76.6% 6.67 7.15 66.3% 7.10 7.40 66.3% 7.00 7.40 Disabled Non-Disabled 9a 9bHas your Trust taken action to facilitate the voices of Disabled staff in your organisation to be heard? Not yet published Yes Not yet published Not yet published Not yet published Not yet published Yes/No response 86.0% Yes Disabled - Voting 1.8% 0.0% 6% Percentage difference between the organisation s board voting membership and its organisation s overall workforce Disabled - Non Voting 1.7% 0.0% 0% 10 Disabled - Executive 1.7% 0.0% 0% Disabled - Non-Executive 2.4% 0.0% 11% NB: Please note that National Data for 2020 has not yet been published
Our data WRES National MEH WRES Indicator 2016 17.7% 5.4% 2017 18.1% 5.3% 2018 18.9% 5.8% 2019 19.7% 6.5% 2020 21.0% 6.8% 2020 52.6% 0.0% 2021 53.0% 0.0% Overall VSM 1 Percentage of BME staff 2Relative likelihood of white applicants being appointed from shortlisting across all posts compared to BME applicants 3Relative likelihood of BME staff enterng the formal disciplinary process comapred to white staff 4Relative likelihood of white staff accessing non-mandatory training and CPD compared to BME staff Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12months 1.57 1.6 1.45 1.46 1.61 1.26 1.24 1.56 1.37 1.24 1.22 1.16 1.19 0.91 1.11 29.1% 28.1% 27.0% 24.0% 73.4% 88.3% 14.0% 6.1% 7.1% 1.22 24.4% 27.5% 26.0% 23.0% 73.2% 87.8% 14.0% 6.1% 7.0% 1.15 28.5% 27.7% 27.8% 23.3% 71.9% 86.8% 15.0% 6.6% 7.4% 1.15 29.8% 27.8% 29.0% 24.2% 69.9% 86.3% 15.3% 6.4% 8.4% 1.14 30.3% 27.9% 28.4% 23.6% 71.2% 86.9% 14.5% 6.0% 10.0% 1.22 28.3% 22.6% 28.5% 22.5% 71.9% 84.2% 12.5% 13.4% 15.0% 0.73 29.2% 23.6% 31.5% 24.9% 69.5% 82.2% 15.6% 7.8% 15.0% BME White BME White BME White BME White 5 6 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12months Percentage of staff believeing that trust provides equal opportunities for career progression or promotion Percentage of staff personally experiencing discrimination at work from a manager/team leader of other colleagues 7 8 9 BME board membership
Proposed Action Plan - WDES Indicator Action Deadline Impact 1 Deliver a campaign to encourage declaration and improve colleague confidence in reporting Campaign delivered by March 2022 Improved accuracy of data Increased representation. 8 Publish a Reasonable Adjustments policy January 2022 Clarity re: Trust approach and roles and responsibilities. 8 Launch Disability Passports March 2022 Line Managers and colleagues are supported to have conversations re: reasonable adjustments and hold a record of these.
Proposed Action Plan - WRES Indicator Action Deadline Impact 2 Implement de-biasing recruitment toolkit TBC Reduction in disparity of appointments between white and BME colleagues 2 Interrogate recruitment data to identify any differences according to the vacancy Band December 2021 Identify whether targeted intervention is required beyond what is already planned 7 Career Progression workshops for BME colleagues January 2022 Support BME colleagues with application and interview techniques
Proposed Action Plan Actions that address both WDES and WRES Indicator Action Deadline Impact WDES 3 WRES 3 Review data capture requirements to ensure accurate reporting and regular analysis December 2021 Ensure we understand diversity of colleagues in the Disciplinary and Capability process and can take action to address any concerning trends WDES 4a-4b WRES 5-6 Relaunch B&H pathway with supporting infrastructure January 2021 Colleagues understand how to access support and issues are dealt with promptly WDES 4a-4b WRES 5-6 Pilot Active Bystander training and review case for investment December 2021 Colleagues have the confidence and skills to challenge inappropriate behaviours
Proposed Action Plan Actions that address both WDES and WRES Indicator Action Deadline Impact WDES 9a-9b WRES no direct correlation Galvanising Staff Networks December 2021 Staff Networks have clear focus Creates opportunities for employee voice Increased membership and support for colleagues WDES 9a-9b WRES no direct correlation Establish Staff Reference group December 2021 Creates opportunities for employee voice WDES 9a WRES no direct correlation Reverse mentoring December 2021 Creates opportunities for employee voice
