The Workforce Disability Equality Standard (WDES) was introduced in April 2019 as a mandated data collection. The WDES is a collection of 10 metrics that aim to compare the workplace and career experiences of disabled and non-disabled staff. NHS Trusts and NHS Foundation Trusts are required to report and publish data, on an annual basis, for each of these metrics.
The Workforce Disability Equality Standard (WDES) metrics data analysis highlights the collective experiences of disabled NHS staff and provides a tool for our Trust to work with disabled staff to examine and benchmark our own data, using the evidence as a springboard for action.
The 10 metrics
| Metric | Descriptor |
|---|---|
|
Metric 1 |
Percentage of staff in Agenda for Change (AfC) pay bands or medical and dental sub-groups and Very Senior Manager (including Executive Board members) compared with the percentage of staff in the overall workforce |
|
Metric 2 |
Relative likelihood of Disabled staff compared to non-Disabled staff being appointed from shortlisting across all posts |
|
Metric 3 |
Relative likelihood of Disabled staff compared to non-Disabled staff entering the formal disciplinary process |
|
Metric 4 (i) |
Percentage of Disabled staff compared to non-Disabled staff experiencing harassment, bullying or abuse from patient/service users, their relatives, or other members of the public |
|
Metric 4 (ii) |
Percentage of Disabled staff compared to non-Disabled staff experiencing harassment, bullying or abuse from managers |
|
Metric 4 (iii) |
Percentage of Disabled staff compared to non-Disabled staff experiencing harassment, bullying or abuse from other colleagues |
|
WDES Metric 4b |
Percentage of Disabled staff compared to non-Disabled staff saying the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it |
|
Metric 5 |
Percentage of Disabled staff compared to non-Disabled staff believing that the Trust provides equal opportunities for career progression or promotion |
|
Metric 6 |
Percentage of Disabled staff compared to non-Disabled staff saying that they felt under pressure from their manager to come to work, despite not feeling well enough to perform duties |
|
Metric 7 |
Percentage of Disabled staff compared to non-Disabled staff saying that they are satisfied with the extent of which their organisation values their work |
|
Metric 8 |
Percentage of Disabled staff saying that their employer has made adequate reasonable adjustment(s) to enable them to carry out their work |
|
Metric 9a |
The staff engagement score for Disabled staff, compared to non-Disabled staff and the overall engagement score for the organisation |
|
Metric 9b |
Has the organisation taken action to facilitate the voices of Disabled staff to be heard |
|
Metric 10 |
Percentage difference between the organisation’s Board voting membership and the organisation’s overall workforce |
Disability Workforce Profile
7422 colleagues were employed by NCIC as of 31st March 2025
| Disability status on ESR | Number of colleagues | % of workforce |
|---|---|---|
| Declared they do not have a disability | 6,477 | 87.3% |
| Declared they do have a disability | 432 | 6% |
| Undeclared either way | 513 | 7% |
When compared to 31st March 2024, the total number of colleagues declaring a disability has increased by 143 with an increase in percentage from 5% to 6%.
Colleagues declaring their disability status on ESR has been a key focus as part of our communication and engagement plan over the last 12 months.
| Bands | Disability | No Disability | Not Declared |
| Bands 1-4 | 112 | 1160 | 91 |
| Bands 5-7 | 25 | 332 | 22 |
| Bands 8a-8d | 8 | 76 | 7 |
| Bands 9 & VSM | 0 | 9 | 2 |
Metric 1
Percentage of Non-Clinical Staff
| Bands | Disability | No disability | Not Declared | |||
|---|---|---|---|---|---|---|
| Number | % | Number | % | Number | % | |
| Bands 1 to 4 | 112 | 6% | 1160 | 63% | 91 | 5% |
| Bands 5 to 7 | 25 | 1% | 332 | 18% | 22 |
1% |
| Bands 8a to 8d | 8 | Less than 1% | 76 | 4% | 7 | Less than 1% |
| Bands 9 and very senior management | 0 | 0 | 9 | Less than 1% | 2 | Less than 1% |
| Total | 145 | 8% | 1577 | 85% | 122 | 7% |
Percentage of Clinical Staff
| Bands | Disability | No disability | Not Declared | |||
|---|---|---|---|---|---|---|
| Number | % | Number | % | Number | % | |
| Bands 1 to 4 | 86 | 2% | 1508 | 30% | 126 | 2% |
| Bands 5 to 7 | 165 | 3% | 2725 | 54% | 207 | 4% |
| Bands 8a to 8d | 22 | Less than 1% | 228 | 4% | 22 | Less than 1% |
| Bands 9 and very senior management | 0 | 0 | 4 | Less than 1% | 0 | 0 |
| Total | 273 | 5% | 4465 | 88% | 355 | 7% |
Percentage of Medical Staff
| Grade | Disability | No disability | Not Declared | |||
|---|---|---|---|---|---|---|
| Number | % | Number | % | Number | % | |
| Medical and Dental Consultant | 8 | 2% | 241 | 50% | 22 | 5% |
| Medical and Dental Consultant Career Grade | 1 | Less than 1% | 88 | 18% | 8 | 2% |
| Medical and Dental Trainee Grade | 5 | 1% | 106 | 22% | 7 | 1% |
| Total | 14 | 3% | 435 | 90% | 37 | 7% |
Regional Summary for 2023-24 – Benchmarking Data
This summary shows the data provided by NHS England for reporting year 2023/24 and shows the comparison between our Trust, Region, Sector and National.
As shown in the summary, our workforce disability representation is comparative to the Region, Sector and National picture.
RAG rating descriptor as follows:
Metric 2 – Relative likelihood of Disabled staff compared to Non-Disabled staff being appointed from shortlisting across all posts
- Likelihood of non-disabled colleagues being appointed from shortlisting (1181/4974) = 0.24
- Likelihood of Disabled staff being appointed from shortlisting (84/479) = 0.18
- The relative likelihood of non-disabled staff being appointed from shortlisting compared to Disabled staff = 1.35
- The data submitted for 2024 showed the relative likelihood of non-disabled staff being appointed from shortlisting compared to Disabled staff was 1.14
- An audit of application quality will be undertaken to investigate why disabled staff are not being appointed at shortlisting stage compared to non-disabled staff and findings will be presented to the DisAbility Staff Network for review and action planning.
Metric 3 – Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process
- Likelihood of non-disabled staff entering the formal capability process – excluding ill health (6/6477) = 0.0009
- Likelihood of Disabled staff entering the formal capability process – excluding ill health (1/432) = 0.002
- The relative likelihood of Disabled staff entering the formal capability process compared to non-disabled staff = 1.24
- The data submitted for 2024 showed the relative likelihood of Disabled staff entering the formal capability process compared to non-disabled staff was 0
- Metric 3 appears elevated this year, this is due to just one case involving a Disabled staff member. Given the low overall number of formal capability cases, this metric is statistically sensitive to even small changes
Metric 4
| Metric | Disability status | March 2024 (2023 survey) | March 2025 (2024 survey) | |
|---|---|---|---|---|
|
Metric 4a (i) |
Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months |
Non-Disabled |
20% |
21% |
|
Disabled |
26% |
27% |
||
|
Metric 4a (ii) |
Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from managers in the last 12 months |
Non-Disabled |
9% |
8% |
|
Disabled |
18% |
16% |
||
|
Metric 4a (iii) |
Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from other colleagues in the last 12 months |
Non-Disabled |
15% |
16% |
|
Disabled |
27% |
27% |
||
|
Metric 4b |
Percentage of Disabled staff compared to non-disabled staff saying the last time they experienced harassment, bullying or abuse, they or a colleague reported it |
Non-Disabled |
53% |
49% |
|
Disabled |
51% |
49% |
||
Metric 5 to 9a
| Metric | Disability status | March 2024 (2023 survey) | March 2025 (2024 survey) | |
|---|---|---|---|---|
|
Metric 5 |
Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression and promotion |
Non-Disabled |
56% |
57% |
|
Disabled |
48% |
51% |
||
|
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 |
Non-Disabled |
15% |
15% |
|
Disabled |
26% |
21% |
||
|
Metric 7 |
Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with the extent of which the organisation values their work
|
Non-Disabled |
43% |
41% |
|
Disabled |
32% |
32% |
||
|
Metric 8 |
Percentage of Disabled staff compared to non-disabled staff saying that their employer has made adequate reasonable adjustment(s) to enable them to carry out their work |
Disabled |
69% |
72% |
|
Metric 9a |
The staff engagement score for Disabled staff, compared to non-disabled staff and the overall engagement score of the organisation |
Non-Disabled |
6.80 |
6.75 |
|
Disabled |
6.17 |
6.18 |
||
|
Overall Organisation |
6.64 |
6.60 |
||
Metric 9b – Has the organisation taken action to facilitate the voice of Disabled staff
The Trust has a dedicated inclusion network for colleagues living with disabilities and long-term health conditions, the DisAbility Staff Network.
The network has a key focus on driving forward actions associated with the WDES Report.
Key achievements of the network from 2024 include:
- Review and amendment of the Workplace Adjustment Guide and Passport
- Ongoing communication and engagement with a specific focus on neurodiversity
- Encouraging colleagues to update their disability status on ESR
- Collaborative working alongside colleagues from Attendance Management and Occupational Health & Wellbeing to support colleagues and managers
Metric 10 – Percentage difference between organisation’s Board voting membership and overall workforce
As of 31 March 2025, 6% of the Trust’s workforce had declared a disability.
Voting Board Membership: Of the Trust’s nine voting Board members, one (11%) had either declared a disability or did not disclose their disability status.
Executive Board Membership: Of the four Executive Board members, one (11%) had either declared a disability or did not disclose their disability status.
Key Headlines
- Positive progress continues with increases in the number of colleagues declaring a disability
- Disabled applicants are less likely to be appointed from shortlisting compared to non-disabled applicants
- Metric 3 appears elevated this year, this is due to just one case involving a Disabled staff member making this metric is statistically sensitive to even small changes
- Disabled staff continue to report higher levels of bullying, harassment and discrimination from patients, colleagues and managers. There is a Trust wide initiative being taken forward from April 2025 with key stakeholders involved and work identifying Top 5 hot spots to inform reasons, support and interventions which will be rolled out across the Trust
- Staff are supported within the workplace via Health Review meetings, this evidenced through the improvement in Metric 6 from 21% to 26%
- The positive work undertaken over the last 12 months in relation to workplace adjustments is evidenced in the improvement of Metric 8 with an increase from 69% to 72%
- The DisAbility Staff Network continues to thrive with active membership and engagement
WDES Action Plan
| Action | Lead | Date |
|---|---|---|
|
Develop a Trust-wide EDI Strategy with a specific focus on creating a sense of belonging |
Director of People |
Q3 |
|
Continue to develop the reverse mentoring programme |
Learning and OD Team |
TBC |
|
Continue to deliver the EDI communication and engagement plan to develop case studies and stories of lived experience |
EDI Coordinator |
Q3, Q4 |
|
Grow and develop the Respect & Inclusion Ambassador across Collaboratives, Services and Departments to support the inclusion agenda |
People Promise Team and Freedom to Speak Up Team |
Q1 onwards |
|
Create a support and awareness neurodiversity offer for staff and managers |
EDI Coordinator, Occupational Health and Wellbeing Team |
Q3, Q4 |
|
Review the workplace adjustment process with a focus on workplace inclusion and staff wellbeing |
EDI Coordinator, Occupational Health and Wellbeing Team |
Q3, Q4 |
|
In collaboration with Freedom to Speak Up and People Services colleagues, provide staff with the opportunity to speak up via listening events and site visits with specific focus on bullying, discrimination and harassment, identifying themes and interventions |
People Promise Team, People Services Team & Freedom to Speak Up Team |
Q1 onwards |
Conclusion
- Following analysis of the WDES data we have identified that the greatest area of concern was in relation to the bullying, discrimination and harassment of disabled colleagues in 2024 and this has further worsened in 2025. The data shows that bullying, discrimination and harassment has increased across disabled and non-disabled staff, but disabled staff are twice as likely to suffer these behaviours than non-disabled colleagues
- This will be addressed through listening events and further research by key stakeholders such as FTSU, People Services and Unions. Development of action plans will be undertaken, monitored and reviewed in consultation with the EDI Steering Group and DisAbility Staff Network to ensure appropriate interventions are implemented and improved outcomes for our disabled colleagues are obtained
- Improvements will be supported via the development and implementation of an EDI Strategy, enhanced two way communication and engagement plan and further recruitment of Respect and Inclusion Ambassadors across all Collaboratives to support the delivery of the Trust wide EDI agenda