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.

Flags of the world graphic

#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 MYHT WDES Annual Report 2022, MY WDES Metrics Data Report 2021 22 and the MY WDES Action Plan 2022 23 have been approved by the Resource and Performance 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 MY WRES Annual Report 2022, MY WRES Data Report 2021 22 and MY WRES Revised Action Plan 2022 23 have been approved by the Resource and Performance 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.

Click on the following link to view Mid Yorkshire Teaching NHS Trust Gender Pay Gap submissions: https://gender-pay-gap.service.gov.uk/Employer/MgJzNw2a

Download the Trust’s 2020 Gender Pay Gap Report relating to a snapshot date of pay at 31 March 2019 here: GPG Report 2020 [pdf] 222KB

The next GPG data will be submitted in Q1 and a report and action plan will be produced. This will then be uploaded to the website. In the meantime, GPG data can be located by clicking on the link on the website (already there).

Key headlines from the data at 31.3.22 was as follows:

In this organisation, women earn 85p for every £1 that men earn when comparing median hourly pay. The median hourly pay is 15.3% lower than men’s.
In this organisation, women earn 67p for every £1 that men earn when comparing median bonus pay. Their median bonus pay is 33.3% lower than men’s.
In this organisation, women occupy 66.6% of the highest paid jobs and 84.8% of the lowest paid jobs.

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 2

The Equality Delivery System (EDS2) aims to help local NHS organisations:

Improve the services they provide for their local communities;
Improve the experiences of people using the services;
Consider reducing health inequalities in their locality; and
Provide better working environments, free of discrimination, for those who work in the NHS.

Further information on EDS2 can be found on the NHS England website.

Click here to view the Trust's EDS2 report for 2019/20.