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WDES improvement action plan 2021/22

Metric 1

Percentage of staff in AfC pay bands or medical and dental subgroups and very senior managers (including Executive Board members) compared with the percentage of staff in the overall workforce.

Baseline measure: 2% declaration rates

Actions

  • Launch a campaign to increase the number of staff updating personal details through ESR self-service portlet
  • Report divisional breakdown on declarations (Dec 21)

Target

  • 2% increase in the number of staff disclosing their disability
  • 5% reduction in the number of ‘Unknown’ category

Metric 2

Relative likelihood of Disabled staff compared to non-disabled staff being appointed from shortlisting across all posts

Baseline measure: Disabled candidates are less likely (a ratio of 0.75) to be appointed than non-disabled candidates.

Actions

  • Obtain Disability Confident Employer Level 3 (March 22)

Target

  • Become a Disability Confident Employer (Level 3 status)

Metric 3

Relative likelihood of non-Disabled staff compared to Disabled staff entering the formal capability process, as measured by entry into the formal capability procedure.

Baseline measure: Relative likelihood of non-disabled staff compare to disabled staff is 4.02.

Actions

  • Conduct a deep dive into the cases that result in formal capability proceedings to establish whether there are underlying themes and that require specific targeted interventions (June 22)

Target

  • 1% per cent reduction in the number of disabled staff entering into a formal capability process

Metric 4

Percentage of staff experiencing bullying and harassment (BH) from relatives or the patients, managers and other colleagues in last 12 months.

Baseline measure: Range from 16-47% in disabled staff experiencing BHA from patients, managers and colleagues.

Actions

  • Improve incident reporting processes (Feb 22)
  • Publicise zero tolerance of bullying and harassment and abuse to patients and the public
  • Roll out conflict resolution training (Feb/March 22)

Target

  • 5% reduction (staff survey) in staff who say they are experiencing BH from patients, relatives and the public
  • 9% reduction (staff survey) in staff who say they are experiencing BH from managers
  • 6% reduction in divisional reports on BH from colleagues

Metric 5

Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion.

Baseline measurement: 59% of Disabled staff in comparison 74% of non-disabled staff, (a 15% variance).

Actions

  • Raise awareness of the Disability Improvement Network to raise concerns and influence (July 22)

Target

  • To continue with the good practice related to Level 2 of the Disability Confident Scheme
  • Become a Disability Confident Employer (Level 3 status) by end of March 2022

Metric 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.

Baseline measure: 36% of Disabled staff compared to non-disabled staff (26.1%). This was an increase of 1.2% from last year.

Actions

  • Continue to use HEART to reinforce Equality Diversity and Inclusion considerations in all aspect of Trust working life. (June 22)

Target

  • 2% increase in the number of staff disclosing their disability

Metric 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.

Baseline measure: 33% of Disabled staff compared 49% of non-disabled staff felt that the organisation valued their work.

Actions

  • Increase membership of the Disability Staff Network (DEN)
  • Continue to embed HEART BUILD tool locally encouraging staff to challenge poor behaviours (March 22)

Target

  • Increase the satisfaction for disabled staff by 7% to align with national average

Metric 8

Percentage of Disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work.

Baseline measure: 66% had adequate adjustments made.

Actions

  • Continue to roll out quarterly health and wellbeing survey and use feedback to improve staff wellbeing (March 22)

Target

  • 7% increase in the number of staff saying the Trust provides adequate adjustments

Metric 10

Percentage difference between the organisation’s Board voting membership and its organisation’s overall workforce.

Baseline measure: There are no Board members declaring a disability.

Actions

  • Increase disability declaration among Trust Board (July 22)
  • Work with disabled staff in senior positions to develop and share personal stories about their lived experience via blogs and vlogs (July 22)

Target

  • 2% increase in Board members  disclosing their disability

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