About our workforce

    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

    WRES Action Plan sept 2018 WRES 2018 Reporting Template


    Previous WRES data

    Workforce Race Equality Standard Information 2016 WRES 2017 reporting template – v4 final version


    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 has completed the gender pay gap process – the full report is available to download by clicking on the following link:

    ANHSFT Gender Pay Gap Report March 2017