Latest workforce reports published

Barnsley Hospital is committed to making our Trust the best place to work. A summary of the highlights from our Workforce Race and Equality Standard (WRES) Annual Report and Action Plan, and our Workforce Disability Equality Standard (WDES) Annual Report and Action Plan is published here along with the full reports.

News
The main hospital building with pink cherry tree blossom in the foreground

WDES Data Summary

Significant progress:

Improvements: 8 out of 10 metric indicators have improved with none declining. Some metrics are at their best levels since reporting began.

Metrics 5–8 obtained from the Staff Survey: Better than national average in staff feeling valued, pressure to come to work when unwell, and workplace adjustments for disabled staff.

Unchanged Metrics

Metric 2: Likelihood of disabled colleagues entering formal capability remains at 0.0%.

Metric 10: No board members have identified as disabled, compared to 5.16% of the workforce.

Key priority Areas (agreed with the Ability Staff network):

Workforce representation: Improve workforce representation and sharing of disability status

Harassment, bullying, and abuse: Reduce harassment, bullying, and abuse from patients/relatives/public and colleagues

Reasonable adjustments for disabled staff: Ensure reasonable adjustments for disabled staff

Board representation: Increase board representation of disabled members

Document download

WRES Data Summary

Notable improvements

Progress: 6 out of 9 metric indicators have improved in BME workforce representation, shortlisting to appointment, training access, and reduced Harassment, bullying and abuse

Areas of Decline

Formal Disciplinary processes: Slight increase in BME staff in disciplinary processes

Discrimination: Increase in discrimination from managers or colleagues.

Key priority areas (agreed with the Race Equality Inclusion Staff Network)

Metric 2 - Relative likelihood of White applicants being appointed from shortlisting compared to BME applicants: Improve BME representation in higher bands.

Metric 5, 6 - Harassment, bullying, and abuse: Reduce harassment, bullying, and abuse from patients/relatives/public and colleagues

Metric 7 – Equal opportunities for Career progression or promotion: Ensure equal opportunities for career progression.

Metric 7 - Discrimination: Address discrimination from managers and colleagues.
The Trust is committed to reducing inequalities and creating an inclusive culture.

Document download