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 2016-20.
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.
Workforce Disability Equality Standard (WDES)
For the first time in 2019 providers of NHS services are required to submit their data against the ten WDES Metrics to NHS England. 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. The Trust’s WDES data for 2019 has been reviewed by the Executive Team and has been approved for publishing. It is available here: WDES REPORT 2019 [pdf] 203KB
NHS providers are also 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 2019 WDES Report and Plan is available here: WDES Report and Plan 2019 [pdf] 219KB
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.
In January 2017, the Trust held a series of Focus Groups for BAME colleagues to gain a better insight into the issues being identified by the WRES. The feedback gained from this work was used to inform the work we did in 2017/18 in response to our 2017 WRES results. A copy of the report which provides more information about the Focus Groups and includes the Improvement Plan is available here BAME FG Update 2017 PDF (3).pdf[pdf] 225KB
The Trust’s WRES data for 2019 has been reviewed by the Executive Team and has been approved for publishing. It is available here: MYHT WRES report 2019 . The Trust’s 2019 WRES Report and Plan is available here: WRES Results & Plan 2019.
As a follow up to the BAME Focus Groups held in early 2017 the Chief Executive requested a further series of sessions be held in 2018 to explore any improvements that BAME colleagues may have noticed, consider the Trust’s 2018 WRES results and to identify the prioriyies for action in 2018/19. A series of three focus groups, one on each of our main hospital sites, were held in July and August with some 25 BAME colleagues attending. The outcomes from these events are currently being summarised for consideration by Executive Directors and will be used to inform our priorities for action over the coming months.
Copies of the Trust’s WRES reports for previous years are available here
MYHT WRES Report 2018
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.
The Workforce Equality and Diversity Report 2014 was produced following a data cleansing exercise that involved staff updating the information held about them on the Trust Electronic Staff Record: Workforce Diversity 13_14 VF1 [pdf] 480KB
The Workforce Information Report produced in January 2013 is available here: Workforce Information January 2013 [pdf] 297KB.
In 2012 the Trust produced and published a workforce diversity report for the period 1 April to 30 November 2011: Workforce diversity report 2011/12 [pdf]
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