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.
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 here.
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 Report and Plan 2021 has been reviewed by the Executive Team and has been approved for publishing.
Copies of the Trust’s WDES reports for previous years are available to download:
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 MYHT WRES Report and Plan for 2021-23 has been reviewed by the Executive Team and has been approved for publishing.
Copies of the Trust’s WRES reports for previous years are available to download:
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 Hospitals 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
A report on the Trust’s 2022 Gender Pay Gap, relating to a snapshot date of pay as 31 March 2021, will be uploaded in due course.
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 Equality Delivery System (EDS2) aims to help local NHS organisations:
Further information on EDS2 can be found on the NHS England website.