About our workforce

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    Our Workforce at Airedale

    The document below provides a demographic breakdown of our staff here at Airedale and their roles. As part of the public sector equality duties, we publish this information annually.

    Workforce Equality Monitoring Report 30 June 2018

    Creating Equality across our workforce

    In April 2015 the NHS launched the Workforce Race Equality Standard (WRES). A principal part of this standard indicates that all NHS organisations must publish a set of data which can be compared nationally with other NHS organisations.

    The documents below contain the data for our Trust and an action plan around how Airedale NHS Foundation Trust aims to achieve an inclusive workforce

    Previous WRES data

    WRES 2019 Action Plan WRES 2019 Metrics

    The NHS Workforce Disability Equality Standard (WDES) came into force on 1 April 2019 and is a set of specific measures (metrics) that will enable NHS organisations to compare the experiences of disabled and non-disabled staff. This information will be used by our trust to develop a local action plan, and enable us to demonstrate progress against the indicators of disability equality.

    The WDES is important, because research shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety. The implementation of the WDES will enable us to better understand the experiences of our disabled staff.

    Our first WDES data and action plan can be found by clicking the documents below.

    WDES 2019 Action Plan WDES 2019 Metrics

    Gender Pay Gap Report

    Gender pay reporting legislation requires organisations with 250 or more employees to publish statutory calculations showing how large the pay gap is between their male and female employees. The following 6 measures are required in a published report:

    1. average gender pay gap as a mean average

    2. average gender pay gap as a median average

    3. average bonus gender pay gap as a mean average

    4. average bonus gender pay gap as a median average

    5. proportion of males receiving a bonus payment and proportion of females receiving a bonus payment

    6. proportion of males and females when divided into four groups ordered from lowest to highest pay.

    Airedale NHS FT and AGH Solutions have both completed the gender pay gap process – the full reports for 2019 (published in March 2020)  are available to download by clicking on the links below.

    ANHSFT Gender Pay Gap March 2020

    AGHS Gender Pay Gap Report March 2020