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-based metrics 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.
The WDES is a set of ten evidenced-based metrics that will enable NHS organisations to compare the experiences of disabled and non-disabled staff.
It will compare the reported outcomes and experiences between Disabled and non-disabled staff based on 10 metrics
It will highlight at a glance the experiences of Disabled staff.
Organisations will be expected to publish the results and develop action plans to address any discrepancies.
This will enable organisations to demonstrate progress against the indicators of disability equality and introduce new measures and practices which will help improve workforce disability equality.

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’
In November 2017, the Government pledged to increase the number of Disabled people in employment by one million. In April to June 2018, Disabled people had an employment rate 30.4% lower than people without disabilities.
The NHS constitution has a specific section that refers to the rights of staff. It recognised that it is the commitment, professions and dedication of staff working for the benefit of the people the NHS services which really makes the difference. High quality care requires high quality workplaces, with commissioners and providers aiming to be employers of choice.
The ‘social model of disability’ recognises that it is the societal barriers that disabled people face which is the disability not an individual’s medical condition or impairment.
The Equality Act The legal duties which underpin the WDES are set out in the Equality Act In the Act, disability is one of the nine protected characteristics, and employers are required to pay ‘due regard’ to eliminating unlawful discrimination, advancing equality of opportunity and fostering good relations between groups.  The Equality Act, which came into force in 2010, strengthened the duty on employers to eliminate discrimination and advance equality of opportunity for disabled employees. 
‘Nothing about us without us’ is a phrase used by the disability movement to denote a central principle of inclusion: that actions and decisions that affect or are about Disabled people should be taken with Disabled people.

6. The journey so far
2016
NHS Equality & Diversity Council (EDC) commission research into disability equality in the NHS, and recommend that the WDES be mandated via the NHS Standard Contract..
2017
Piloting of the draft WDES Metrics.
Online survey sent to Disabled staff networks and Disabled union member networks.
2018
Feedback gathered on the draft WDES metrics via regional engagement events and an online survey.
Metrics finalised and approved by the EDC/NHS England.
Approved as a data collection by the Data Co-ordination Board (DCB).
Commissioned by NHS England and supported by the Equality and Diversity Council (EDC), the WDES is underpinned by engagement with the NHS, the wider health and social care sector and national healthcare organisations.
The WDES Strategic Advisory Group has led the development (group includes representatives from Disabled staff networks and trade unions).
The Equality Diversity Council considered the report published by Middlesex and Bedfordshire Universities on the ‘Experience of Disabled Staff in the NHS‘, alongside findings from research carried out by Disability Rights UK and NHS Employers ‘Different Choices, Different Voices‘, which found that disabled people had poorer experiences in areas such as bullying and harassment and career development when working in the NHS in England than non-disabled colleagues.
Regional engagement events, online survey and feedback
In March 2018, NHS England held six one day regional engagement events to discuss the draft WDES Metrics and gather feedback. 225 delegates attended, primarily from NHS Trusts and Foundations Trusts, along with arms-length bodies (ALBs) and CCGs. After the events, all delegates and relevant trusts were sent an online survey and 121 responses were received from a range of NHS staff including equality leads, Disabled staff network members, union representatives, Disabled staff, HR and senior managers.
The feedback on the proposed metrics has been collated and discussed with the WDES Steering group and relevant adjustments have been made. The Metrics have been finalised and approved by the EDC and NHS England. They have been approved as a data collection by the Data Co-ordination Board.

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.
Under reporting and declaration rates
Around 72% of staff (as of September 2018) have completed the disability field on the electronic staff record system. On average 28% of staff will either have not declared (14%) or not completed (14%) this personal data field of their staff record.
On average 3% of people state that they are disabled on ESR, on average 18% declare that they have a disability on the NHS Staff survey- a 15% difference in the disability declaration rate
To redress this imbalance and speed up progress in this area, the Workforce Disability Equality Standard is introduced with effect from 1 April 2019.
Bullying and harassment
Staff survey results show Disabled people consistently report higher levels of bullying and harassment and less satisfaction with appraisals and career development opportunities.
Research, drawn from the 2015 staff survey’s aggregated data, found that when compared with non-disabled staff - Disabled staff were 12 percentage points more likely to say they felt bullied by their manager, 11 points more likely to say they felt pressured to work when unwell, and 8 points less likely to say their organisation acted fairly with regards to career progression.

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 declaration rate of Disabled staff.
The collection and reporting of data will enable organisations to better understand the experiences of their Disabled staff.
More transparency, more accurate data reporting and analysis e.g, data published on NHS Trust and Foundation Trusts’ websites and in annual reports.

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.
Builds a better knowledge base and experience about disability, adjustments for colleagues and for managers.

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.
Increasing awareness of disability will increase awareness of staff needs and support staff wellbeing

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.
Engage with board and senior leaders so they fully understand what is needed to complete the WDES and gain their support.
Establish key contacts in your organisation who will be able to provide data for each metric and have access to all necessary data.
Engage with staff, staff networks and local staff-side organisations such as trade unions to help prepare for and promote the WDES.

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 voices of Disabled staff and Disabled staff networks.
Promote and support Disabled staff networks.
The WDES will have the most impact when it is integrated within mainstream business and governance structures.
To support the WDES, it is important for senior leaders to positively demonstrate their commitment to the WDES, equality and inclusion.
Organisations should also consider the benefits and advantages of becoming a Disability Confident employer.- the scheme which has replaced the previous “Two Ticks” system.

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
NHS Trusts and Foundation Trusts to consider the best way to communicate and engage with their internal stakeholders and develop a communications plan.

15. What are the Workforce Disability Equality Standard Metrics?

16. Metric 1 - Workforce
Compare the data for Disabled and non-disabled staff.
1. Percentage of staff in AfC pay bands or medical and dental subgroups and very senior managers (VSM) (including executive board members) compared with the percentage of staff in the overall workforce.  
Cluster 1: AfC Band 1, 2, 3 and 4
Cluster 2: AfC Band 5, 6 and 7
Cluster 3: AfC Band 8a and 8b
Cluster 4: AfC Band 8c, 8d, 9 and VSM (including Executive Board members)
Cluster 5: Medical and Dental staff, Consultants
Cluster 6: Medical and Dental staff, Non consultant career grade
Cluster 7: Medical and Dental staff, Medical and dental trainee grades
Metric 1 - Organisations should undertake this calculation separately for non-clinical and for clinical staff. Definitions for these categories are based on Electronic Staff Record occupation codes with the exception of medical and dental staff, which are based upon grade codes.

17. Metric Workforce
Compare the data for Disabled and non-disabled staff.
2. Relative likelihood of Disabled staff compared to non-disabled staff being appointed from shortlisting across all posts. This refers to both external and internal posts.
3. Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process, as measured by entry into the
formal capability procedure.
Metric 2 - If your organisation implements a guaranteed interview scheme, the data may not be comparable with organisations that do not operate such a scheme. This information will be collected on the WDES online reporting form to ensure comparability between organisations.
Metric 3 - This metric will be based on data from a two-year rolling average of the current year and the previous year. This metric is voluntary in year 1.

18. Metric 4 - NHS Staff Survey
Compare the responses for Disabled and non-disabled staff.
4a. Percentage of Disabled staff compared to non-disabled staff
experiencing harassment, bullying or abuse from:
Patients/service users, their relatives or other members of the public
Managers
Other colleagues
4b. Percentage of Disabled staff compared to non-disabled staff
saying that the last time they experienced harassment, bullying or
abuse at work, they or a colleague reported it.

19. Metrics 5-6 - NHS Staff Survey
5. Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion.
6. Percentage of Disabled staff compared to non-disabled staff saying that they have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties.
Metric 8– This is an NHS Staff Survey metric and only includes the responses of disabled staff.

20. Metrics 7-8 - NHS Staff Survey
7. Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation
values their work.
8. Percentage of Disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work.
Metric 8– This is an NHS Staff Survey metric and only includes the responses of disabled staff.

21. Metrics 9 - NHS Staff Survey and the engagement of Disabled Staff
9a. The staff engagement score for Disabled staff, compared to non-disabled staff and the overall engagement score for the organisation.
9b. Has your trust taken action to facilitate the voices of Disabled staff in your organisation to be heard? Yes or No
Metric 9a - Compare the staff engagement scores for disabled, non- disabled staff and the overall trust’s score from the NHS Staff Survey.
Metric 9b - If yes, please provide at least one practical example of current action being taken in the relevant section of your WDES annual report. If no, please include what action is planned to address this gap in your WDES annual report. Examples are listed in the WDES technical guidance.
Sample examples for 9b
Evidence of a Disabled staff network, including support for the Network’s activities
The percentage of Disabled staff who act as Freedom to Speak Up Champions
Evidence of Board members meeting with Disabled staff to discuss the metrics

22. Metric 10 - Board representation
Compare the difference for Disabled and non-disabled staff.
10. Percentage difference between the organisation’s board voting membership and its organisation’s overall workforce, disaggregated:
By voting membership of the board
By Executive membership of the board
Consider the value that committed Board members will have on disabled staff and their perception of the organisation
Consider how ‘champions’ at Board level could be used to support the work of the WDES

23. How to implement the NHS Workforce Disability Equality Standard
The Quick guide outlines the process and key actions that need to take place.

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.
Present the WDES to the Board and senior leaders so they fully understand the WDES, are engaged and prepared for roll out.
Identify key individuals and assign responsibilities for:
data reporting, completing the pre-populated WDES spreadsheet and online WDES reporting form
improving declaration rates for Disabled staff
discussing the Metrics with a range of stakeholders and preparing the action plan
publishing and communicating the Metrics and action plan.
Engage with stakeholders: staff, Disabled staff, staff networks, staff-side organisations, Disabled community groups and governors to help prepare for and promote the WDES in advance

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.
Between January and March 2019, check the data sources required for the WDES reporting which are drawn from: Electronic Staff Record (ESR) – Metrics 1 and 10
Recruitment datasets - Metric 2
HR datasets – Metric 3
NHS Staff Survey – Metrics 4 - 9a
Consider what evidence could be provided for the WDES Annual Report – Metric 9b.
Review disability declaration rates, this provides context when analysing the WDES data and developing action plans.
In May/June 2019 review the pre-populated WDES spreadsheet sent by NHS England which auto-calculates the Metrics.

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.
Produce a prioritised action plan - gain input from stakeholders, including disabled staff, disabled staff networks, staff groups and staff-side organisations.
Involve other departments such as communications, learning and development, and organisational development (OD) to help deliver the actions.
Share the Metrics and the proposed actions with all staff and staff-side organisations.

27. Implementation timetable
 April – May 2019
NHS Trusts and Foundation Trusts review their datasets and declaration rates. 
May – June 2019
NHS England will publish the WDES online reporting form on the NHS England website and will send NHS Trusts and Foundation Trusts a WDES pre-populated spreadsheet.
June – 1 August 2019
NHS Trusts and Foundation Trusts: 
Complete the WDES pre-populated spreadsheet and submit data to NHS England via the Strategic Data Collection Service.
Complete and submit the WDES online reporting form.
NHS Trusts and Foundation Trusts publish the WDES Metrics and action plan on their websites.
1 August –          30 September 2019
Note: The action plan and Metrics can be ratified by the next available Board meeting after 1 August, provided these are published no later than 30 September This deadline does not apply to the submission of the WDES spreadsheet and WDES online reporting form, which must be completed and submitted by 1 August 2019.

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
Learning Disability Employment Programme
Launched in 2015, the Learning Disability Employment Programme supports the development of local and national solutions to remove barriers and increase employment opportunities for people with a learning disability in the NHS in England. Organisations can pledge their commitment to supporting the employment of disabled people.
Disability Confident
Disability Confident supports employers to make the most of the talents that disabled people can bring to your workplace. The standard is similar to the old 'two ticks' system, but asks employers to provide slightly different evidence of their commitment to employing people with a disability.  Organisations commit to specific core actions to be a Disability Confident employer. This includes offering at least one activity to get the right people within their organisation; at least one activity to keep and develop staff and; undertaking and successfully completing the Disability Confident self-assessment.
Guaranteed interview scheme
Disability Confident Level 2 organisations commit to offering an interview to disabled people who meet the minimum criteria for the job. The aim of this commitment is to encourage positive action, encouraging disabled people to apply for jobs and provide an opportunity to demonstrate their skills, talent and abilities at the interview stage. An employer can take steps to help or encourage certain groups of people with different needs, or who are disadvantaged in some way, to access work or training. Positive Action is lawful under the Equality Act.
Disability Leave Policies
Disability leave is time off from work for a reason related to someone’s disability. There are different types of Disability leave policies – e.g. some specify time off for appointments, such as therapy or physio and others reclassify sick leave if the time off is because of the person’s disability. Good practice examples, including example policies will be published in early 2019.
Reasonable Adjustments Policies
Sets out the organisation’s commitment to reasonable adjustments including appropriate forms and guidance

30. Further information and resources
WDES Technical Guidance
WDES Factsheet
WDES Quick Guide to Implementation
WDES Reporting Template
WDES Online FAQs
Case studies - best practice