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Equality and Diversity at CHFT

We treat everyone with fairness and respect, recognising the diverse needs of individuals.Calderdale and Huddersfield NHS Trust is committed to eliminating discrimination, advancing equality of opportunity and fostering good relationships between community groups.

Our Trust is fully compliant with the Equality Act 2010. As part of that commitment, the Trust meets its statutory obligations within the Workforce Race Equality Standard (WRES), Workforce Disability Equality Standard (WDES) and Public Sector Equality Duty of the Equality Act 2010 to:

1   Publish evidence to demonstrate that the Trust meets the requirements of the Act by the end of January each year – the Public Sector Equality Duty Report 

2   Devise (utilising the Equality Delivery System 2 generic framework) organisational equality objectives in consultation with the local community 

Workforce Race Equality Standard (WRES)

The Workforce Race Equality Standard (WRES) is a national equality standard for employment against which all NHS organisations are to be assessed.  The WRES is operational from 1 April 2015. It was developed to improve workforce race equality across the NHS.  It aims to improve the opportunities, experiences and working environment for BME staff, and in so doing, help lead improvements in the quality of care and satisfaction for all patients.

The Trust is required to publish baseline workforce data against the WRES annually. Our latest report can be found here. Also the data tables can be found here. Our Trust's action plan based on the latest data can be read here.

Workforce Disability Equality Standard (WDES)

The NHS Equality and Diversity Council (EDC) has taken another pivotal step to advance equality within the NHS. The Council has recommended that a Workforce Disability Equality Standard (WDES) should be mandated via the NHS Standard Contract in England from April 2018, with a preparatory year from 2017-18.

We acknowledge there is much more we can do to create an equitable workplace for our colleagues with a disability and this is why in 2019 we started communications to highlight the importance of Workforce Disability Equality Standard, alongside the development of our Colleague Disability Action Group, which aims to raise concerns and remove barriers in the workplace for disabled colleagues on a personal, immediate work environment and Trust wide basis.

Members of the group come from a range of grades and departments in the Trust and the Group is chaired by our Director of Operations for Urgent Care and Community Healthcare Division, Bev Walker.

Key areas of focus:

  • Concerns about staff with disabilities’ representation at all levels of the NHS and covering different types of disability.
  • There is a higher proportion of colleagues who declare they have a disability on the anonymous NHS staff survey than on the Electronic Staff Record System.
  • The staff survey highlighted that there are varied perceptions in respect of how well disabled colleagues feel that they are supported by managers
  • Disabled colleagues have reported significantly higher rates of bullying and harassment than their non-disabled colleagues.
  • Colleagues with a disability feel less valued.
  • Awareness around access to training and development for disabled colleagues.
  • How well do NHS organisations make reasonable adjustments for colleagues with disabilities, from the recruitment process to the end of employment.
  • Colleagues with disabilities who are the subject of employment processes and procedures, for example disciplinary and capability processes.

 

WDES Reporting and Action Plan

WDES is a set of ten evidenced based metrics that will enable NHS organisation’s to compare the experiences of Disabled and non-disabled staff.  It came into effect on 1 April 2019, is mandated in the NHS Standard Contract and implemented by the National WDES Team at NHS England.

CHFT have developed this action plan in response to the 10 metrics.  The Colleague Disability Action Group will monitor progress against the plan and introduce new initiatives to progressively help improve workforce disability equality.

The Trust will publish the report and action plan on an annual basis. 

Public Sector Equality Duty Report

The Trust pays “due regard” to equality, as required by the Act. The latest Public Sector Equality Duty report is provided here.

Additional information

Contact Information

If you have any questions or comments on the Public Sector Equality Duty Report, or would like to receive the report or information relating to the objectives in alternative formats eg large print, braille, languages other than English, please contact Vanessa Henderson on 01484 347342 or by e-mail at vanessa.henderson@cht.nhs.uk.