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NHS Workforce Disability Equality Standard

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lilly
30 diapositives · 420 Views · Feb 19, 2013

WDES key drivers and positive outcomes it brings to NHS Trusts, along with implementation steps and key considerations for ensuring equality and inclusion for disabled staff within the organization.

#wdes #nhs #disability #equality #standard #implementation #metrics #stakeholders
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NHS Workforce Disability Equality Standard
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  1. NHS Workforce Disability Equality Standard

  2. Content What is the Workforce Disability Equality Standard? WDES key drivers The journey so far Why is the WDES needed? What positive outcomes will the WDES bring? WDES key considerations Internal stakeholders The WDES Metrics WDES implementation steps WDES implementation timetable Key contacts Supporting disability initiatives in the workplace Further information and resources

  3. How to use this presentation This presentation has been developed as a tool for NHS Trusts and Foundation Trusts to prepare for the WDES. It can be amended for a range of audiences (the Board, Disabled staff, staff side etc). Slides can be added/deleted and can be adapted to include information specific to the Trust/Foundation Trust.

  4. What is the Workforce Disability Equality Standard (WDES)? • Ten evidence-basedmetrics which take effect from 1 April 2019 based on 2018/19 financial year data. • Mandated in the NHS Standard Contract. • Restricted to NHS Trusts and Foundation Trusts in the first two years of implementation. • Enables NHS organisations to compare experiences of Disabled/non-disabled staff. • NHS organisations to publish results and develop action plans.

  5. Key drivers for the development of the WDES • UK Government pledge to increase the number of disabled people in employment • The NHS Constitution • The ‘social model of disability’ • The Equality Act 2010 • ‘Nothing about us without us’

  6. The journey so far

  7. Why is the Workforce Disability Equality Standard needed? • Significant under reporting of the numbers of staff who declare themselves to be disabled. • 15% difference between ESR and Staff Survey declaration rates • Lack of representation of Disabled staff at senior levels. • Disabled staff consistently report: - higher levels of bullying and harassment - less satisfaction with appraisals and career development opportunities.

  8. What positive outcomes will the WDES bring to NHS organisations? Building on progress Organisations will be able to use the data to undertake year on year comparisons, highlighting areas of improvement and areas where further work is needed.

  9. Positive outcomes - improved data • More transparency, more accurate data reporting and analysis. • Drive up the declarationrate of Disabled staff. • The collection and reporting of data will enable organisations to better understand the experiences of their Disabled staff.

  10. Positive outcomes - cultural change The data will prompt and drive NHS organisations to take action and improve the experiences of Disabled staff. As a result: • It will support the development of good practice. • Improve recruitment processes, and increase the number of Disabled staff recruited. • It will support positive change for existing employees and enable a more inclusive environment for Disabled people working in the NHS. • Raising awareness of disability will support improvements in patient care.

  11. Positive outcomes – better staff experience • The WDES will champion a more open culture, reduce bullying and improve staff wellbeing. • Drive forward change in an organisation to improve the employment and retention of Disabled people.

  12. Key considerations for implementation • Engage with board and senior leaders. • Establish key contacts in your organisation including disabled staff and staff networks. • Involve staff, staff networks and local staff-side organisations.

  13. Key considerations for the board • Integrate the WDES within mainstream business and governance structures. • Show active commitment to a workplace free from discrimination. • Consider the support, development and training opportunities that need to be made available to staff of all levels. • Listen and respond to the voicesof Disabled staff and Disabled staff networks. • Promote and support Disabled staff networks.

  14. Internal stakeholders • Board and senior leaders • Equality and diversity leads • Disabled staff/networks • Staff-side representatives • HR and recruitment specialists • Learning and development • Communications • Governors • Trade union representatives • Disabled people’s organisations • Policy leads

  15. What are the Workforce Disability Equality Standard Metrics?

  16. Metric 1 - Workforce

  17. Metric 2-3 - Workforce

  18. Metric 4 - NHS Staff Survey

  19. Metrics 5-6 - NHS Staff Survey

  20. Metrics 7-8 - NHS Staff Survey

  21. Metrics 9 - NHS Staff Survey and the engagement of Disabled Staff

  22. Metric 10 - Board representation

  23. How to implement the NHS Workforce Disability Equality Standard

  24. Step 1 – Prepare Read through the Technical Guidance and use the WDES presentation and resources. Identify key individuals and assign responsibilities Present the WDES to the Board and senior leaders. Engage with stakeholders.

  25. Step 2 - Report Between January and March 2019, check the data sources required for the WDES reporting. From April 2019 extract reporting data for Metrics 1,2,3 and 10. Consider what evidence could be provided for the WDES Annual Report – Metric 9b. Review disability declaration rates. In May/June 2019 review the pre-populated WDES spreadsheet. Between June/Aug 2019, check, add data and return spreadsheet. Complete and submit the WDES online reporting form.

  26. Step 3 - Act Review any metrics showing differences, focus on a few key areas. Produce a prioritised action plan, gain input from stakeholders. Involve other departments to help deliver the actions. Gain sign-off for the WDES Metrics and action plan from the Board. Share the Metrics and the proposed actions with stakeholders. By 1 August 2019 publish the WDES Metrics and aligned action plan on the organisation's website. Share progress and achievements within and beyond the organisation.

  27. Implementation timetable

  28. Key contacts (to be added by organisation)

  29. Supporting disability initiatives in the workplace • Learning Disability Employment Programme pledge • The Disability Confident Scheme • Guaranteed Interview Scheme • Disability Leave Policies • Reasonable Adjustments Policies

  30. Further information and resources www.england.nhs.uk/about/equality/equality-hub/wdeswww.nhsemployers.org/wdes Email: england.wdes@nhs.net • WDES Technical Guidance • WDES Factsheet • WDES Quick Guide to Implementation • WDES Reporting Template • WDES Online FAQs • Case studies - best practice