Health Inequalities
Name of meeting: People Committee
Title of report: Workforce Race & Disability Equality Standard Annual Report 2025
Date of meeting: Wednesday 10 September 2025
Executive lead: Lynne Shaw, Director of Workforce and OD
Report author: Chris Rowlands, Equality, Diversity & Inclusion Lead, Emma Silver Price, Equality, Diversity & Inclusion Officer
Action required: Assurance, Discussion
Strategic ambition this reports: A great place to work
Committee/ meetings where this item has been considered: People Committee
Management meetings where this item has been considered: Trustwide Strategic Workforce Group
Impact reports on the following areas: Compliance/ Regulatory, Equality, Diversity and Inclusion, Workforce
Board Assurance Framework/ Corporate Risk Register risks this paper relates to:
Great Place to Work. Risk of poor staff motivation, engagement and job satisfaction if issues affecting staff experience are not addressed including health and wellbeing support, inclusion and the ability to speak up.
1. Executive Summary
The Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard
(WDES) support positive change for existing employees and enable a more inclusive environment for Black & Minority Ethnic (BME) and Disabled people working in the NHS. We are required to report our performance on these standards yearly and to address disparities via recommendations and action plans. The actions align to the NHS England Equality, Diversity and Inclusion (EDI) Improvement plan, as well as the Trust’s Strategic Ambition to be a great place to work and EDS 2022 Domain 2 - Workforce Health and Well-being and Domain 3 - Inclusive Leadership.
2. Key issues, significant risks and mitigations
The statistics in this report are based on known protected characteristic status of staff. We have therefore excluded from calculations staff where there is no record of ethnicity or disability. Prior to the data collection date we ran a campaign to improve reporting of protected characteristic
information on ESR. As a result we have no ethnicity data for 0.7% of staff and no disability status for 8.7% of staff – an improvement on 10.2% in the previous year.
There are specific risks of Race Discrimination and Disability Discrimination under the Equality Act if policies and practices are not in line with legislation. There are reputational risks to the Trust if legislation and best practice is not followed which may have a detrimental effect on attraction and retention of staff.
3. Recommendation/summary
The People Committee is asked to discuss the content of this paper and receive assurance that the Trust meets NHS England requirements for WRES and WDES which need to be finalised and published by 31 October 2025.
Lynne Shaw, Executive Director of Workforce and OD
Christopher Rowlands, Equality, Diversity and Inclusion Lead
Emma Silver Price, Equality, Diversity and Inclusion Officer
September 2025
Workforce Race Equality Standard (WRES)
The figures contained in the table below are a snapshot as of 31st March 2025, as well as findings from the most recent NHS Staff Survey which took place in Autumn 2024. It should be noted that these figures do not include NTW Solutions or Bank Staff. Please see the appendices for all WRES data tables. At the audit date there were 1036 (897 in 2024) BME members of staff employed by the Trust. These staff made up 13% (11%) of our overall workforce. Latest data on Ethnicity from the 2021 Office for National Statistics Census shows the BME population across North East England is 7%.
| Metric | CNTW figures for 2024 | CNTW figures for 2025 | Key points to note | ||||
| White | BME | Comments | White | BME | Comments | ||
| Total staff | 7197 | 897 | BME 11% of total workforce | 6961 | 1036 | BME 13% of total workforce | 2% points increase on 2024 for BME |
| Non-clinical staff | 1495 | 47 | BME 3% of non-clinical staff | 1434 | 61 | BME 4% non-clinical staff | 1% point increase on 2024 for BME |
| Clinical staff | 5536 | 685 | BME 11% of clinical staff | 5364 | 800 | BME 13% of clinical staff | 2% points increase on 2024 for BME |
| Medical staff | 166 | 165 | BME 49.8% of medical staff | 163 | 175 | BME 52% of medical staff | 2.2% points increase on 2024 for BME |
| Non-clinical Band 5 or below | 1160 | 39 |
77.5% white non-clinical staff at <B5
83% BME non-clinical staff at <B5 |
1147 | 54 |
80% white non-clinical staff at <B5
88.5% BME non-clinical staff at <B5 |
Increase of 5.5% points on 2024 for BME. Indicative of need to consider progression initiatives for staff <B5. |
| Clinical Band 5 or below | 2572 | 543 |
46.5% white clinical staff at <B5
79.3% BME clinical staff at <B5 |
2362 | 656 |
44% white clinical staff at <B5
82% BME clinical staff at <B5 |
Increase of 2.7% points on 2024 for BME. 38% point gap between white and BME indicative of need to address progression initiatives for staff <B5 |
| Medical consultant grade | 121 | 91 |
72.9% white consultant
55.2% BME consultant |
112 | 98 |
68.7% white consultant
56% BME consultant |
Increase of 0.8% point on 2024 for BME |
| Staff appointed from shortlisting | 759 (3517 shortlisted) | 276 (1918 shortlisted) | White applicants 1.48 times more likely to be appointed | 723 (2745 shortlisted) | 177 (1509 shortlisted) | White applicants 2.24 times more likely to be appointed | 11.7% (14.3%) of shortlisted BME applicants were appointed, compared with 26.3% (21.5%) white applicants |
| Staff entering formal disciplinary process | 54 | 12 | BME staff 1.76 times more likely to be in a formal process | 68 | 17 | BME staff 1.69 times more likely to be in formal process | Slight improvement on 2024 (1.76) |
| Staff accessing non-mandatory training and CPD | Not recorded | Not recorded. The last known figure is for 2020 return which showed that BME staff were 1.5 times more likely than white staff to access non-mandatory. | A plan is being put in place to ensure that these data are captured for the next submission. | ||||
| % staff experiencing bullying, harassment or abuse from patients, relatives or public | 24.7% | 36.55% | 11.85% point disparity gap | 25.8% | 47.6% | 21.8% point disparity gap | Gap has doubled in the past year |
| % of staff experiencing bullying, harassment or abuse from staff | 15.02% | 21.28% | 6.26% point disparity gap | 18.9% | 23.6% | 4.7% point disparity gap | Gap has closed but year on year experience has increased |
| % staff believing organisation provides equal opportunities for career progression | 64.27% | 53.45% | 10.82% point disparity gap | 63.0% | 56.0% | 7% point disparity gap | Gap is closing - helped by reduction year on year for white staff |
| % staff experiencing discrimination from manager, team lead or colleague | 5.53% | 15.57% | 10.04% point disparity gap | 6.3% | 18.0% | 11.7% point disparity gap | Gap has increased and overall rate year on year |
| % Trust's Board membership | 85.71% | 14.29% (overall workforce is 11% BME) | BME Board Members averaged 10.6% across North East and Yorkshire (2023 National WRES) | 85.71% | 14.29% (overall workforce is 13% BME) | National WRES report shows that 16.5% of board members recorded their ethnicity as BME (March 2024 snapshot) |
WRES 2025 Actions: Our 10 Point Plan
Continue our work towards being an anti-racist organisation.
- Adopt NHS Race and Health Observatory's Seven Anti Racism Principles
- Implement the procedures in the UNESCO Toolkit Fighting Racism and Discrimination
- Develop a clear and visible race equality statement as part of the revised Equality, Diversity and Human Rights Policy championed by leadership. Include guidelines to ensure that all future Policies and Practice Guidance are developed through an anti-racist lens
- Provide a Trust-wide racism reporting process for notifying, investigating and recording outcomes
- Provide a Trust-wide wellbeing offer for staff experiencing racism in the workplace
Start to address the disparity in career progression
- Launch of Talent Management Framework
- Collect robust data on accessing non-mandatory training
- Exit interview results to identify and address race disparities in retention of staff members
Undertake routine monitoring and evaluation of progress
- Use NHS Race and Health Observatory tools to assess progression on the above
- Dedicated WRES Half Day meeting in Spring 2026 to coincide with release of Staff Survey results
Workforce Disability Equality Standard (WDES)
The figures contained in the table below are a snapshot as of 31st March 2025, as well as findings from the most recent NHS Staff Survey which took place in Autumn 2024. These figures do not include NTW Solutions Staff or Bank staff. It should be noted that the overall ESR figure of Disabled Staff employed by the Trust is 9.7% (8.9% 2024), this is considerably lower than the figure identified through the most recent NHS Staff Survey, where 36.5% (36.7%) of our workforce stated that they live with a long term condition. The most recent figures for the disabled population of the North East (2021 Census) states that 21.2% of the population meets the criteria for disability as defined by the Equality Act. The statistics in this report are based on known protected characteristic status of staff. We have therefore excluded from calculations staff where there is no record of disability. Prior to the data collection date we ran a campaign to improve reporting of protected characteristic information on ESR. As a result we have seen an improvement in reporting. We now have no disability status for 8.7% of staff – an improvement on 10.2% in the previous year. Please see the appendices for all WDES data tables.
| Metric | CNTW figures for 2024 | CNTW figures for 2025 | Key points to note | ||||
| Disabled | Non-disabled | Comments | Disabled | Non-disabled | Comments | ||
| Total staff | 723 | 6601 | Disabled staff 8.9% of total workforce | 867 | 6564 | Disabled staff 9.7% of total workforce | Increase of 0.8% point |
| Non-clinical staff | 156 | 1269 | Disabled staff 12.2% of non-clinical staff | 197 | 1237 | Disabled staff 13.8% of non-clinical staff | Increase of 1.6% points |
| Clinical staff | 546 | 5083 | Disabled staff 10.7% of clinical staff | 641 | 5071 | Disabled staff 11.2% of clinical staff | Increase of 0.5% point |
| Medical staff | 22 | 249 | Disabled staff 8.8% of medical staff | 29 | 256 | Disabled staff 10.2% of medical staff | Increase of 1.4% points |
| Non-clinical Band 5 or below | 134 | 979 |
85.9% Disabled non-clinical at <B5
77.1% non-Disabled non-clinical at <B5 |
161 | 970 |
81.7% Disabled non-clinical at <B5
78.4% non-Disabled non- clinical at <B5 |
4.2% drop in Disabled non-clinical staff at <B5 compared to 2024 |
| Clinical Band 5 or below | 267 | 2495 |
48.9% Disabled clinical at <B5
49.1% non-Disabled clinical at <B5 |
293 | 2433 |
45.7% Disabled clinical staff at <B5
48% non-Disabled clinical at <B5 |
3.2% points drop in Disabled clinical staff at <B5 compared to 2024 |
| Medical consultant grade | 12 | 154 |
54.5% Disabled medical at consultant grade
61.8% non-Disabled medical at consultant grade |
12 | 159 |
41.2% Disabled medical staff at consultant grade
62.1% of non-Disabled medical at consultant grade |
13.3% points drop in Disabled medical staff at consultant grade compared to 2024 |
| Staff appointed from shortlisting | 84 (600 shortlisted) | 933 (4766 shortlisted) | Non-Disabled staff are 1.4 times more likely to be appointed from shortlisting | 95 (618 shortlisted) | 752 (3533 shortlisted) | Non-disabled staff are 1.4 times more likely to be appointed from shortlisting | Trend remains the same between 2024/2025 |
| Staff entering formal capability process | No figures available for 2024 | No figures available for 2025 | A plan is being put in place to ensure that these data are captured for the next submission | ||||
| % staff experiencing bullying, harassment or abuse from patients, relatives or public | 27.90 | 24.08% | 3.82% points disparity gap | 29.3% | 27.49% | 1.81% points disparity gap | Gap narrowed by 2.01% points - however overall level has increased |
| % staff experiencing bullying, harassment or abuse from manager | 8.29% | 4.39% | 3.9% points disparity gap | 11.26% | 5.65% | 5.61% points disparity gap | Gap increased by 1.71% points |
| % staff experiencing bullying, harassment or abuse from colleagues | 16.60% | 10.30% | 6.3% points disparity gap | 21.58% | 12.45% | 9.13% points disparity gap | Gap increased by 2.83% |
| % staff or colleagues reporting bullying, harassment or abuse at work | 65.43% | 71.81% | 6.38% points disparity gap | 68.53% | 71.98% | 3.45% points disparity gap | Gap decreased by 2.93% points |
| % staff believing organisation provides equal opportunities for career progression | 59.98% | 65.03% | 5.05% points disparity gap | 58.05% | 64.47% | 6.42% points disparity gap | Gap increased by 1.37% |
| % staff who feel pressure from manager to work, despite not feeling well enough | 17.27% | 10.23% | 7.04% points disparity gap | 16.54% | 15.64% | 0.9% points disparity gap | Gap narrowed by 6.14% points - however explained by more non-disabled staff feeling pressure |
| % staff satisfied with extent that organisation values their work | 44.08% | 51.76% | 7.68% points disparity gap | 41.96% | 48.21% | 6.25% points disparity gap | Gap narrowed by 1.43% points however explained by reduction in non-disabled staff feeling valued |
| % staff with long-lasting health condition or illness saying employer has made adequate adjustment(s) to carry out their work | 81.04% | N/A | 79.64% | N/A | 1.4% points reduction on 2024 | 1.4% points reduction compared with 2024 | |
| % Trust's Board Membership compared to overall workforce | 7.1% | 92.9% | Disabled staff 8.9% of total workforce | 7.1% | 92.9% | Disabled staff 9.7% of total workforce |
WDES 2024 Actions: Our 10 Point Plan
Commence work to become an anti-ableist organisation
- Audit organisational practices using the Framework for Anti-Ableist Organisations to:
- set out the basic principles for becoming an anti-ableist organisation
- locate our current position towards anti-ableism and set out a plan for progression
- support leaders to embed anti-ableism in their practices
- promote discussion of anti-ableist practice
- reflect on examples of anti-ableist practice
- Develop a clear and visible disability equality statement as part of the revised Equality Diversity and Human Rights Policy championed by leadership. Include guidelines to ensure that all future Policies and Practice Guidance are developed through an anti-ableist lens
- Provide a Trust-wide ableism reporting process for notifying, investigating and recording outcomes
- Provide a Trust-wide wellbeing offer for staff experiencing ableism in the workplace
- Complete submission for assessment against Level 3 Disability Confident by May 2026
- Ensure that associated actions are incorporated into the 2026 WDES reporting process
- Run a Give Respect Get Respect Campaign during Disability History Month with an anti- ableism theme
Make CNTW a better place to work for Disabled staff
- Conduct a thorough review of reasonable adjustment processes to ensure that they are robust and user friendly for both disabled staff and their managers
- Once processes are agreed capture in a new Reasonable Adjustments Policy and PGN. The policy will be co-produced with the Disabled Staff Network and adopt and anti-ableist and trauma informed approach
Undertake routine monitoring and evaluation of progress
- Collate robust data on capability and report upon it routinely
- WDES Half Day Meeting in Spring 2026 to coincide with release of Staff Survey Results
Percentage of staff in each of the AfC Bands 1-9 OR Medical and Dental subgroups and VSM (including executive Board members) compared with the percentage of staff in the overall workforce
| BME | White | Ethnicity unknown/ null | Notes | |
| 1a) Non-clinical workforce | Verified figures | Verified figures | Verified figures | Verified figures |
| Under Band 1 | 2 | 10 | 0 | |
| Band 1 | 0 | 1 | 0 | |
| Band 2 | 5 | 160 | 2 | |
| Band 3 | 27 | 442 | 5 | |
| Band 4 | 14 | 337 | 2 | |
| Band 5 | 6 | 197 | 1 | |
| Band 6 | 3 | 133 | 1 | |
| Band 7 | 4 | 72 | 1 | |
| Band 8A | 0 | 46 | 0 | |
| Band 8B | 0 | 29 | 0 | |
| Band 8C | 0 | 2 | 0 | |
| Band 8D | 0 | 1 | 0 | |
| Band 9 | 0 | 0 | 0 | |
| VSM | 0 | 4 | 0 | Snr Mgr BME 1; White 35 |
Percentage of staff in each of the AfC Bands 1-9 OR Medical and Dental subgroups and VSM (including executive Board members) compared with the percentage of staff in the overall workforce
| BME | White | Ethnicity unknown/ null | Notes | |
| Clinical workforce | Verified figures | Verified figures | Verified figures | Verified figures |
| Under Band 1 | 5 | 46 | 0 | |
| Band 1 | 0 | 1 | 0 | |
| Band 2 | 2 | 9 | 0 | |
| Band 3 | 450 | 1362 | 10 | |
| Band 4 | 23 | 306 | 3 | |
| Band 5 | 176 | 638 | 8 | |
| Band 6 | 77 | 1554 | 14 | |
| Band 7 | 46 | 932 | 6 | |
| Band 8A | 10 | 300 | 3 | |
| Band 8B | 6 | 109 | 0 | |
| Band 8C | 3 | 85 | 1 | |
| Band 8D | 2 | 20 | 0 | |
| Band 9 | 0 | 1 | 0 | |
| VSM | 0 | 1 | 0 | |
| Consultants | 98 | 112 | 0 | |
| of which senior medical manager | 1 | 0 | 0 | Medical Director |
| Non-consultant career grade | 63 | 40 | 1 | |
| Trainee grades | 14 | 11 | 0 | |
| Other | 0 | 0 | 0 |
Relative likelihood of staff being appointed from shortlisting across all posts
| BME | White | Ethnicity unknown/ null | |
| Verified figures | Verified figures | Verified figures | |
| Number of shortlisted applicants | 1509 | 2745 | 317 |
| Number appointed from shortlisting | 177 | 723 | 3 |
| Relative likelihood of appointment from shortlisting | 0.117296 | 0.263388 | |
| Relative likelihood of White staff being appointed from shortlisting compared to BME staff | 2.245494 |
Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation
| BME | White | Ethnicity unknown/ null | |
| Number of staff entering the formal disciplinary process | 17 | 68 | 1 |
| Likelihood of staff entering the formal disciplinary process | 0.016409 | 0.009769 | 0 |
| Relative likelihood of BME staff entering the formal disciplinary process compared to White staff | 1.679778 |
Relative likelihood of staff accessing non-mandatory training and CPD
| BME | White | Ethnicity unknown/ null | |
| Number of staff in workforce | 897 | 7197 | 67 |
| Number of staff accessing non-mandatory training and CPD | No data collected | ||
| Likelihood of staff accessing non-mandatory training and CPD | No data collected | ||
| Relative likelihood of White staff accessing non-mandatory training and CPD compared to BME staff | No data collected |
Percentage of staff experiencing harassment, bullying or abuse from patients / service users, relatives or the public in last 12 months
| White | All other ethnic groups | |
| Percentage of staff experiencing harassment, bullying or abuse from patients/ service users, relatives or the public in the last 12 months | 25.85% | 47.65% |
| Total responses | 2944 | 361 |
Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
| White | All other ethnic groups | |
| Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months | 18.93% | 23.60% |
| Total responses | 2932 | 356 |
Percentage of staff believing that the organisation provides equal opportunities for career progression or promotion
| White | All other ethnic groups | |
| Percentage of staff believing that the organisation provides equal opportunities for career progression or promotion | 62.95% | 56.03% |
| Total responses | 2934 | 348 |
Percentage of staff experiencing discrimination at work from manager / team leader or other colleagues in last 12 months
| White | All other ethnic groups | |
| Percentage of staff experiencing discrimination at work from manager/ team leader or other colleagues in last 12 months | 6.31% | 18.03% |
| Total responses | 2918 | 355 |
Board voting membership
| White | BME | Unknown | |
| Total Board Members | 14 | 2 | 0 |
| Voting Board Members | 14 | 2 | 0 |
| Exec | 6 | 1 | 0 |
| NED (incl. Chair) | 8 | 1 | 0 |
Percentage of staff in each of the AfC Bands 1-9 OR Medical and Dental subgroups and VSM (including executive Board members) compared with the percentage of staff in the overall workforce
| Disabled | Non-disabled | Unknown/ null | Total | |
| 1a) Non-clinical staff | ||||
| Under Band 1 | 1 | 10 | 1 | 12 |
| Bands 1 | 0 | 1 | 0 | 1 |
| Bands 2 | 20 | 137 | 10 | 167 |
| Bands 3 | 67 | 370 | 37 | 474 |
| Bands 4 | 47 | 290 | 16 | 353 |
| Bands 5 | 26 | 162 | 16 | 204 |
| Bands 6 | 19 | 108 | 10 | 137 |
| Bands 7 | 7 | 63 | 7 | 77 |
| Bands 8a | 6 | 38 | 2 | 46 |
| Bands 8b | 1 | 20 | 8 | 29 |
| Bands 8c | 0 | 2 | 0 | 2 |
| Bands 8d | 0 | 1 | 0 | 1 |
| Bands 9 | 0 | 0 | 0 | 0 |
| VSM | 0 | 4 | 0 | 4 |
| Other (e.g. Bank or Agency) Please specify in notes | 3 | 31 | 7 | 41 |
| Cluster 1: AfC Bands <1 to 4 | 135 | 808 | 64 | 1007 |
| Cluster 2: AfC Bands 5 to 7 | 52 | 333 | 33 | 418 |
| Cluster 3: AfC Bands 8a and 8b | 7 | 58 | 10 | 75 |
| Cluster 4: AfC Bands 8c to VSM | 0 | 7 | 0 | 7 |
| Total Non-Clinical | 197 | 1237 | 114 | 1548 |
Percentage of staff in each of the AfC Bands 1-9 OR Medical and Dental subgroups and VSM (including executive Board members) compared with the percentage of staff in the overall workforce
| Disabled | Non-disabled | Unknown/ null | Total | |
| 1b) Clinical staff | ||||
| Under Band 1 | 5 | 45 | 1 | 51 |
| Bands 1 | 1 | 0 | 0 | 1 |
| Bands 2 | 5 | 6 | 0 | 11 |
| Bands 3 | 132 | 1473 | 217 | 1822 |
| Bands 4 | 56 | 250 | 26 | 332 |
| Bands 5 | 94 | 659 | 69 | 822 |
| Bands 6 | 204 | 1305 | 136 | 1645 |
| Bands 7 | 99 | 825 | 60 | 984 |
| Bands 8a | 29 | 272 | 12 | 313 |
| Bands 8b | 7 | 105 | 3 | 115 |
| Bands 8c | 5 | 76 | 8 | 89 |
| Bands 8d | 3 | 19 | 0 | 22 |
| Bands 9 | 0 | 1 | 0 | 1 |
| VSM | 0 | 1 | 0 | 1 |
| Other (e.g. Bank or Agency) Please specify in notes | 1 | 34 | 1 | 36 |
| Cluster 1: AfC Bands <1 to 4 | 199 | 1774 | 244 | 2217 |
| Cluster 2: AfC Bands 5 to 7 | 397 | 2789 | 265 | 3451 |
| Cluster 3 : AfC Bands 8a and 8b | 36 | 377 | 15 | 428 |
| Cluster 4: AfC Bands 8c to VSM | 8 | 97 | 8 | 113 |
| Total clinical | 641 | 5071 | 533 | 6245 |
| Mental and dental staff, consultants | 12 | 159 | 39 | 210 |
| Medical and dental staff, non-consultants career grade | 16 | 74 | 14 | 104 |
| Medical and dental staff, trainee grades | 1 | 23 | 1 | 25 |
| Total medical and dental | 29 | 256 | 54 | 339 |
| Number of staff in workforce | 867 | 6564 | 701 | 8132 |
Relative likelihood of non-Disabled staff compared to Disabled staff being appointed from shortlisting across all posts
| Disabled | Non-disabled | Unknown | |
| Number of shortlisted applicants | 618 | 3533 | 230 |
| Number appointed from shortlisting | 95 | 752 | 8 |
| Likelihood of shortlisting/ appointed | 0.153722 | 0.212850 | 0 |
| Relative likelihood of non-disabled staff being appointed from shortlisting compared to Disabled staff | 1.384647 |
Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process, as measured by entry into the formal capability procedure
| Disabled | Non-disabled | |
| Total number of staff | No data collected | No data collected |
| Average number of staff entering the formal capability process over the last 2 years (i.e. total divided by 2) | ||
| Likelihood of staff entering the formal capability process | ||
| Relative likelihood of Disabled staff entering the formal capability process compared to Non- Disabled staff |
Percentage of staff experiencing harassment, bullying or abuse from patients / service users, relatives or the public in last 12 months
| Disabled | Non-disabled | |
| Percentage of staff experiencing harassment, bullying or abuse from patients / service users, relatives or the public in last 12 months | 29.32% | 27.49% |
| Total number of responses | 1204 | 2095 |
Percentage of staff experiencing harassment, bullying or abuse from managers in last 12 months
| Disabled | Non-disabled | |
| Percentage of staff experiencing harassment, bullying or abuse from managers in last 12 months | 11.26% | 5.65% |
| Total number of responses | 1191 | 2065 |
Percentage of staff experiencing harassment, bullying or abuse from other colleagues in last 12 months
| Disabled | Non-disabled | |
| Percentage of staff experiencing harassment, bullying or abuse from other colleagues in last 12 months | 21.58% | 12.45% |
| Total number of responses | 1175 | 2015 |
Percentage of staff saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it
| Disabled | Non-disabled | |
| Percentage of staff saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it | 68.53% | 71.98% |
| Total number of responses | 483 | 678 |
Percentage of staff who believe that their organisation provides equal opportunities for career progression or promotion
| Disabled | Non-disabled | |
| Percentage of staff who believe that their organisation provides equal opportunities for career progression or promotion | 58.05% | 64.47% |
| Total number of responses | 1199 | 2077 |
Percentage of staff who have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties
| Disabled | Non-disabled | |
| Percentage of staff who have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties | 16.54% | 15.64% |
| Total number of responses | 786 | 946 |
Percentage of staff satisfied with the extent to which their organisation values their work
| Disabled | Non-disabled | |
| Percentage of staff satisfied with the extent to which their organisation values their work | 41.96% | 48.21% |
| Total number of responses | 1206 | 2099 |
Percentage of staff with a long lasting health condition or illness saying their employer has made adequate adjustment(s) to enable them to carry out their work
| Disabled | |
| Percentage of staff with a long lasting health condition or illness saying their employer has made adequate adjustment(s) to enable them to carry out their work | 79.64% |
| Total number of responses | 781 |
Staff engagement score
| Disabled | Non-disabled | |
| Staff engagement score (0-10) | 6.69 | 7.08 |
| Total number of responses | 1208 | 2100 |
Board voting membership
| Disabled | Non-disabled | Unknown | |
| Total Board Members | 1 | 13 | |
| Voting Board Members | 1 | 13 | |
| Exec | 6 | ||
| NED (incl. Chair) | 1 | 7 |