Workforce information and EDI

As a major employer across central Yorkshire we are committed to developing a workforce that is representative of our local communities: this is one of the Equality Objectives (EO) established by our recently published Equality and Diversity Strategy.

In delivering on this EO we continue to review our HR policies and practice as we strive to ensure that we take account of the diversity in our workforce. The Trust recognises the duties placed on by the Public Sector Equality Duty contained in the Equality Act 2010 in respect of publishing information about its workforce.

EDI flag poster for MYTT

#allMYteam

We are proud to have a culturally diverse workforce, with all of our colleagues working together to provide compassionate, expert patient care. The above artwork is a celebration and a representation of our Mid Yorkshire team and core values: taking responsibility for providing the best services and patient experience, improving, and being respectful and caring towards everyone.

You can learn more about our workforce nationalities here.

Workforce Disability Equality Standard (WDES)

The WDES compares the experience of staff with disabilities or long term conditions with the experience of the wider workforce. It aims to ensure that this staff group have equal access to career opportunities and receive fair treatment in the workplace. NHS providers are required to produce a plan setting out the actions they intend to take to improve the experience for colleagues with disability and long term conditions in response to the issues that might be highlighted by the data.

The Trust’s WDES Annual report and action plan can be accessed below. These documents have been approved by the People and Culture Committee on behalf of the full Trust Board:

Copies of the Trust’s WDES reports for previous years are available to download:

Workforce Race Equality Standard (WRES)

The WRES was introduced by NHS England’s Equality and Diversity Council in April 2015 and was included in the NHS standard contract as a requirement for NHS providers. The WRES aims to ensure employees from black, Asian and minority ethnic (BAME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. From 1 July 2015 NHS providers have been required to publish their data annually for the nine WRES indicators on their website and to submit it to NHS England.

The Trust’s WDES Annual report and action plan can be accessed below. These documents have been approved by the People and Culture Committee on behalf of the full Trust Board:

Copies of the Trust’s WRES reports for previous years are available to download:

Gender Pay Gap

In accordance with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, employers with 250 or more employees are required to publish information on the pay gap between male and female employees as at 31 March each year. This information must be published on the employer’s website (and must remain on the website for a minimum of three years) to be accessible to both employees and the public.

The gender pay gap is different to equal pay. Equal pay means that men and women in the same employment who are performing equal work must receive equal pay, as set out in the Equality Act 2010. It is unlawful to pay people unequally because they are a man or a woman.

You can view the latest Mid Yorkshire Teaching NHS Trust Gender Pay Gap submission from 2024/25 and previous yearly reports (since 2017/18) via the button below.

Gender pay gap submissions

Annual Workforce Information Reports

In line with the Public Sector Equality Duty, each year since 2012 the Trust has produced a workforce information report providing a full analysis of our workforce profile and key HR processes.

2019

Workforce Diversity Inclusion Report 19-20

2018

Workforce Diversity Inclusion Report 17-18

2017

Workforce Diversity Inclusion Report 16-17

Equality Delivery System Report

The Equality Delivery System (EDS22) is a framework that supports NHS organisations to make improvements on equality, diversity and inclusion for the benefit of their staff, patients and the communities they serve.

The EDS was created by NHS England in 2011 is used to improve performance for people with characteristics protected by the Equality Act 2010.

In 2022, a new version of the EDS was developed named EDS22. This new version has updated outcomes and requires NHS organisations to undertake the evidence collection and grading exercise annually.

The MYTT EDS22 report is available here: