WDES 2024-2025 action plan
EEAST's Workforce Disability Equality Standard (WDES) action plan for 2024-2025.
| Metric | Objective | Action | Delivery Date | Leads | Inclusivity Plan priority area |
|---|---|---|---|---|---|
| 1 | Percentage of staff in each of the AfC Bands 1-9 and VSM (including executive Board members) compared with the percentage of staff in the overall workforce | EEAST will continue to monitor this objective and report quarterly at the People Committee. | N/A | N/A | Attract and retain an inclusive workforce |
| 2 | Relative likelihood of non-disabled candidates being appointed from shortlisting compared to Disabled candidates | Ensure that where possible, recruitment panels are diverse including the use of Cultural Inclusion Agents (CIA) Disability baseline 7.2% increase to 8% Year 1 | 31/03/2025 | Head of Culture and Inclusivity & Head of Resourcing & Shared Services | Attract and retain an inclusive workforce |
| Recommend that inclusive recruitment training is delivered to recruitment panel members to enhance their skills in unbiased recruitment practices Disability baseline 7.2% increase to 8% Year 1 | 31/03/2025 | Head of Talent management & Succession Planning | |||
| Complete Equality review of recruitment and progression processes and policies to identify potential issue areas and target actions in response to these. | 31/12/2024 | Head of Culture and Inclusivity, Head of HR | Embed equitable and fair practices | ||
| 3 | Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process | Complete Equality review of Employee Relations processes and policies to identify areas of improvement to increase retention of our people from under-represented groups. | 31/12/2024 | Head of Culture and Inclusivity, Head of HR | Embed equitable and fair practices |
| Ensure that where possible, disciplinary and capability panels are diverse including the use of Cultural Inclusion Agents (CIA) to enhance diversity and inclusivity in the Trust’s employee relations process. | 31/03/2025 | Head of Culture and Inclusivity & Head of HR | To ensure our policies, processes and practices are fair and consistent | ||
| The completion rate of the EDI module in the Leadership Development Framework by managers is monitored, and any issues with completion rates are responded to with appropriate action. Year 1 target – 226 managers attend | 31/03/2025 | Head of Talent management & Succession Planning | To enable and empower our people by equipping everyone to be inclusive leaders | ||
| 4a | Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from (i. patients, ii. managers, or iii. other colleagues). In the last 12 months. | Explore the opportunity of Allyship and Positive Bystander training to staff to foster a more supportive and inclusive workplace environment. Reduce by 6% in Year 1 | 31/03/2025 | Head of Culture and Inclusivity | To enable and empower our people by equipping everyone to be inclusive leaders |
| The completion rate of the EDI module in the Leadership Development Framework by managers is monitored, and any issues with completion rates are responded to with appropriate action. Year 1 target – 226 managers attend | 31/03/2025 | Head of Talent management & Succession Planning | |||
| 4b | Percentage of Disabled staff compared to non-disabled who reported they had experienced harassment, bullying or abuse at work. | Explore the opportunity of Allyship and Positive Bystander training to staff to foster a more supportive and inclusive workplace environment. Reduce by 6% in Year 1 | 31/03/2025 | Head of Culture and Inclusivity | To enable and empower our people by equipping everyone to be inclusive leaders |
| The completion rate of the EDI module in the Leadership Development Framework by managers is monitored, and any issues with completion rates are responded to with appropriate action. Year 1 target – 226 managers attend | 31/03/2025 | Head of Organisational Development and Talent Management | |||
| 5 | Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | N/A | N/A | To enable and empower our people by equipping everyone to be inclusive leaders |
| 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. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | N/A | N/A | Develop an inclusive and respectful culture |
| 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. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | N/A | N/A | To enable and empower our people by equipping everyone to be inclusive leaders |
| 8 | Percentage of Disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work. | EEAST will continue to monitor this objective and report quarterly at the People Committee. 57 to be completed in Year 1 | N/A | N/A | Attract and retain an inclusive workforce |
| 9a | The staff engagement score for Disabled staff, compared to non-disabled staff. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | N/A | N/A | Attract and retain an inclusive workforce |
| 9b | Has your Trust taken action to facilitate the voices of Disabled staff in your organisation to be heard? | EEAST will continue to monitor this objective & ensure opportunities & platforms continue to enable this. | N/A | N/A | To ensure our policies, processes and practices are fair and consistent |
| 10 | Percentage difference between the organisation’s Board voting membership and its overall workforce disaggregated. i By voting membership of the Board. ii By Executive membership of the Board | EEAST will continue to monitor this objective and report quarterly at the People Committee. | N/A | N/A | Attract and retain an inclusive workforce |
