Introduction
This report sets out the 2024/25 annual workforce data in relation to disability which the trust is required by NHS England to publish. Working to address inequalities identified by workforce data demonstrates our compliance with the Equality Act 2010 and the Public Sector Equality Duty. Monitoring workforce equalities data is also central to ensuring that we are delivering on our equality, diversity and inclusion priorities:
- We will embed fair and inclusive recruitment and progression processes to improve the diversity of the workforce at all levels.
- We will educate and empower our workforce and leaders to promote a positive psychologically safe culture, to support a reduction in the experience of bullying, harassment, discrimination and an improvement in retention.
Workforce Disability Equality Standard (WDES)
The WDES is a set of ten specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of disabled and non-disabled staff. We use the metrics data to develop and publish an action plan, building on high impact actions as set out in the EDI improvement plan. Year on year comparison enables us to demonstrate progress against the indicators of disability equality to create the cultures of belonging and trust that will improve retention, recruit from the widest possible talent pool and provide sustainable careers.
The data in this report relates to the period of 1 April 2024 – 31 March 2025 and comprises information taken from the Electronic Staff Record (MyESR), HR Business Partnering, Learning & Development, and the 2024 NHS Staff Survey.
In line with the nationally mandated timeframe, the data was submitted to NHS England in May 2025.
Metric 1: Percentage of staff in Agenda for Change (AfC) pay-bands or medical and dental subgroups and very senior managers (including Executive Board members) compared with the percentage of staff in the overall workforce.
The following two tables provide a breakdown of representation of disabled staff within NWAS non-clinical and clinical workforces.
Non-clinical Staff
| Year | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 |
| Cluster 1: Bands 1 – 4 | 6.7% | 10.7% | 10.4% | 13.3% | 14.8% |
| Cluster 2: Bands 5-7 | 5.8% | 6.2% | 8% | 10.5% | 13.1% |
| Cluster 3: Bands 8a-8b | 0.0% | 4.7% | 3.6% | 4.8% | 10.1% |
| Cluster 4: Bands 8c-9 and VSM | 5.1% | 5.0% | 14% | 10.2% | 9.7% |
Clinical Staff
| Year | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 |
| Cluster 1: Bands 1-4 | 4.5% | 4.5% | 6.1% | 7.4% | 9.1% |
| Cluster 2: Bands 5-7 | 4.5% | 5.0% | 6.4% | 7.5% | 8.7% |
| Cluster 3: Bands 8a-8b | 5.2% | 6.9% | 14.3% | 16.7% | 17.9% |
| Cluster 4: Bands 8c-9 and VSM | 13.3% | 11.1% | 0% | 0% | 0% |
The data shows an increase in the representation of disabled staff in Bands 1 – 8b across both clinical and non-clinical staff groups. Almost 1 in 5 members of staff in clinical and non-clinical leadership and management roles identify as disabled, or having a long-term condition – which is a notable improvement from the previous year.
We have continued to see more staff declaring their disability status, with figures from the end of March 2025 showing that 9.4% of all staff had declared they had a disability. This is an increase from 7.8% in 2024 and almost double the declaration rate in 2022 (5.0%).
The sustained increase in declaration rates may be attributed to the ongoing promotion of internal communications campaigns aimed at encouraging staff to update their disability status on the Electronic Staff Record (MyESR). Additionally, the Disability Network have continued to undertake initiatives to engage staff around disability declaration. The introduction and awareness-raising of the reasonable adjustments and neurodiversity support policies also appear to have had a positive impact on encouraging staff to declare or update their disability status.
The Trust continues to be a member of the Hidden Disabilities Sunflower scheme, which aims to raise awareness of and assist individuals with hidden disabilities. In addition to promoting the Sunflower lanyard and wristbands, staff can also access an e-learning package to increase their understanding of hidden disabilities and the scheme.
There are around 400 staff members who have not declared their status on the electronic staff record. While still a sizeable figure, this is 50% less than the undeclared figure in 2021. We will continue to encourage all colleagues to keep their disability status up to date, and aim for engagement with the following staff groups in particular:
| Staff group | Disability status unknown as of 31/3/25 | Disability status unknown on 31/3/24 | |
| Clinical | Band 3 | 3.9% – 68 people | 5.4% – 88 people |
| Band 5 | 5.1% – 41 people | 5.9% – 47 people | |
| Band 6 | 9% – 183 people | 10.4% – 198 people | |
| Non-clinical | Band 8d | 7.1% | 15.4% |
| VSM | 22.2% | 31.3% | |
Metric 2: Relative likelihood of non-disabled staff compared to disabled staff being appointed from shortlisting across all posts.
The target outcome is a figure of 1.0 – meaning that disabled candidates are no less likely to be appointed from shortlisting than candidates who have not declared a disability. A figure of 1.0 reflects
well on the fairness of current recruitment processes.
| Year | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 |
| Likelihood | 1.39 | 1.56 | 1.26 | 1.29 | 1.17 |
The likelihood score this year has improved compared to the 2023/24 figures. In fact, the current score is the closest to the target figure when compared to the last five years – indicating that disabled staff are more likely to be appointed now than five years ago.
Between April 2024 and March 2025, 716 disabled applicants were shortlisted for Trust roles (703 in 2023/24), and 113 disabled staff were appointed during this period (compared to 108 in 2023/24).
While there is still work to do to improve the metric score, the continued increase in the number of disabled applicants applying for and being appointed to Trust roles is a positive development. These improved figures may reflect the use of inclusive language and imagery in recruitment adverts, the promotion of the Trust as a Disability Confident Leader, the external highlighting of the Disability Network’s work, and the development of compassionate and inclusive leadership through diversity and inclusion training modules – including those focused on reasonable adjustments and neurodiversity. The work of the Positive Action and Widening Access Teams, who actively engage with communities, has also contributed to increasing the representation of disabled people at NWAS.
Metric 3: Relative likelihood of disabled staff compared to non-disabled staff entering the formal capability process on the grounds of performance, as measured by entry into the formal capability procedure
A figure of 1.0 or below is desired, as this would indicate disabled staff are no more or less likely to enter into the formal capability process than non-disabled staff. This metric is based on data from a two-year rolling average of the current year and the previous year and looks at capability on the grounds of performance only, rather than ill health.
| Year | 2020/21 | 2021/22 | 2022/23 | 2023/24 | 2024/25 |
| Likelihood | 2.71 | 0.00 | 1.47 | 1.63 | 4.46 |
The likelihood score this year shows that disabled staff are almost four-and-a-half times more likely to enter the performance process compared to non-disabled staff – a significant deterioration from last year’s figure.
While the number of non-disabled staff entering the formal performance process has also increased this year, the overall number of staff involved in this process remains small relative to the total workforce. Nevertheless, it is important to understand the factors contributing to the disproportionate representation of disabled staff in the formal capability procedure. This issue will be further investigated in partnership with the HR Business Partnering Team.
The data in the following Metrics (4 – 9) is based on responses in the NHS Staff Survey.
In 2024, we achieved our highest level of participation in the NHS Staff Survey, with more than 3,500 responses (compared to 3,400 in 2023), equating to nearly 50% of the workforce. Around 32% of all respondents (30% in 2023) indicated that they had a disability or long-term condition. This is substantially higher than the disability declaration rate recorded on ESR. However, NWAS is not unique in this regard, as NHS organisations across the country consistently report higher rates of disability declaration in the Staff Survey compared to the ESR.
While the reasons for this discrepancy are not fully understood, several factors may contribute. These include differences in how the question about disability is phrased in the Staff Survey compared to ESR, concerns that declaring a disability on ESR could lead to negative assumptions from managers or colleagues, and fears about confidentiality.
Metric 4: Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from:
· 4.1: Patients/Service users, their relatives or other members of the public
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 42.1% | 37.8% | 34.1% | 26.8% | 34.9% |
| Disabled | 47.0% | 45.9% | 47.2% | 45.1% | 41.8% |
| Difference | 4.9% | 8.1% | 13.1% | 18.3% | 6.9% |
The proportion of disabled staff experiencing these negative behaviours has decreased compared to the previous year. However, 4 in 10 disabled staff still report experiencing such behaviours, and the proportion of non-disabled staff experiencing abuse from the public has increased for the first time since 2020.
Over the past year, the Trust has invested significantly in developing a Violence Prevention Reduction Team, which has been working to empower staff to report their experiences and to engage with the police on prosecutions. It is anticipated that the team’s efforts will help reduce the prevalence of these behaviours, and staff experiences will continue to be monitored through the Staff Survey results.
- 4.2: Managers
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 14.5% | 11.3% | 10.1% | 10.1% | 9.0% |
| Disabled | 22.1% | 18.6% | 16.8% | 16.1% | 15.0% |
| Difference | 7.6% | 7.3% | 6.7% | 6% | 6% |
Responses to this question from both disabled and non-disabled staff have remained relatively unchanged compared to the previous year. However, a positive downward trend has been observed since 2020, and the gap in experiences between the two staff groups has been consistently narrowing over the past five years.
- 4.3: Other colleagues
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 15.5% | 14.1% | 14.0% | 13.4% | 13.3% |
| Disabled | 23.0% | 23.6% | 21.8% | 19% | 20.2% |
| Difference | 7.5% | 9.5% | 7.8% | 5.6% | 6.9% |
Figures continue to show that around 1 in 5 disabled staff experience abuse from colleagues – a higher proportion than that of non-disabled staff. Notably, the gap between the two groups has slightly widened this year, following three consecutive years of reduction.
Reaffirming our commitment to fostering a safe and inclusive workplace, the Trust has delivered thematic learning sessions on sexual safety and hate crime over the past year. In addition, a series of Leadership and Culture events brought together leaders from across NWAS to reflect on their role in shaping a positive organisational culture. The impact of these initiatives will continue to be monitored through future Staff Survey results, with the aim of further improving staff experiences across all groups.
· 4.4: Percentage of Disabled staff compared to non-disabled staff saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it.
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 43.4% | 43.8% | 45.1% | 46% | 52.4% |
| Disabled | 49.3% | 46.3% | 44.7% | 48.7% | 49.9% |
| Difference | 5.9% | 2.5% | -0.4% | 2.7% | -2.5% |
Around half of both disabled and non-disabled staff indicated that they reported their most recent negative experience, with a notable increase in reporting among non-disabled staff compared to the previous year.
These encouraging figures may be attributed to the Trust’s continued promotion of violence prevention and reduction work, alongside the expansion of the Freedom to Speak Up function over the past year. However, there remains significant work to be done to ensure that more staff feel empowered to report their experiences and are aware of the range of accessible avenues available for doing so.
Metric 5: Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion.
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 52.0% | 49.7% | 51.9% | 52.2% | 52.5% |
| Disabled | 44.9% | 39.4% | 45.1% | 48.7% | 47.8% |
| Difference | -7.1% | -10.3% | -6.8% | -3.5% | -4.7% |
Responses from disabled staff dipped slightly for the first time since 2021, while figures for non-disabled staff remained largely unchanged compared to the previous year. The data continues to highlight a persistent concern, with over half of disabled staff indicating that they do not believe the organisation acts fairly regarding career progression.
The Trust remains committed to improving the retention of talent and supporting equitable career development opportunities. The launch of the Developing Leaders programme, alongside work to enhance career pathways from the Integrated Contact Centres (ICCs) and Patient Transport Service into Emergency Medical Technician roles, is expected to positively influence perceptions and outcomes.
Additionally, the Inclusive Recruitment Working Group will be re-launched in 2025/26, with membership from both operational and corporate teams. This group will provide a collaborative forum to drive continued improvements in recruitment and selection practices. Insights and themes emerging from exit interviews and new starter surveys will be analysed and used to inform ongoing improvements, supporting a more inclusive experience for both current employees and prospective applicants.
Metric 6: Percentage of Disabled staff compared to non-disabled staff saying that they have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties.
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 29.5% | 28.6% | 27.2% | 24.8% | 27.2% |
| Disabled | 38.9% | 40.6% | 38.3% | 35% | 33.3% |
| Difference | 9.4% | 12.0% | 11.1% | 10.2% | 6.1% |
One in three disabled staff reported feeling pressured to come to work when not well enough, compared to just over one in four non-disabled staff. While the figures for disabled staff show a downward trend since 2021, the proportion of non-disabled staff experiencing this pressure has increased compared to the previous year.
Metric 7: Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work.
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 35.2% | 32.9% | 33.6% | 35.7% | 36.2% |
| Disabled | 29.1% | 27.5% | 23.9% | 31.1% | 30.4% |
| Difference | 6.1% | 5.4% | 9.7% | 4.6% | 5.8% |
Around 70% of disabled staff indicated they did not feel satisfied with how the organisation values their work, compared to approximately 65% of non-disabled staff feeling the same. While the overall proportion of staff expressing satisfaction has remained similar to the previous year for both groups, the gap between disabled and non-disabled staff has widened again after narrowing in 2023.
Metric 8: Percentage of Disabled staff saying that their employer has made reasonable adjustment(s) to enable them to carry out their work.
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Disabled | 71.0% | 57.8% | 63.0% | 65.2% | 71.3% |
Positive responses to this question have steadily increased since 2021, with over 70% of disabled staff in 2024 indicating that reasonable adjustments had been made for them.
Following the launch of the reasonable adjustments policy in December 2023, training has been delivered to managers on facilitating reasonable adjustment requests. The bite-size training module has been well received by participants and may be a key factor in the significant increase in positive responses to this question in the Staff Survey. The reasonable adjustments and neurodiversity policies are continually promoted to new and existing staff through internal communications and the staff induction process.
The Trust continues to provide equipment and support to staff to ensure they have what they need to work from home when operationally suitable, while also maintaining safe and inclusive work environments on Trust sites.
Metric 9: Staff engagement score for calculated from nine specific questions in the NHS Staff Survey
| Staff Survey Year | 2020 | 2021 | 2022 | 2023 | 2024 |
| Non-disabled | 6.4 | 6.2 | 6.2 | 6.3 | 6.3 |
| Disabled | 6.0 | 5.6 | 5.6 | 5.9 | 5.9 |
| Difference | 0.4 | 0.6 | 0.6 | 0.4 | 0.4 |
The 2024 staff engagement score shows that the gap between disabled and non-disabled staff has remained the same at 0.4, with the scores remaining the same as last year for both staff groups.
This metric also asks whether the organisation has taken action to facilitate the voices of staff with disabilities to be heard, to which we answered ‘Yes’, and added the following note:
“The Disability Network is open to all staff with disabilities and long-term health conditions, staff who care for someone with a disability and colleagues who want to learn more about disability. During Disability History Month 2024, the network collaborated with the Communications team to film various colleagues, such as a Director, HR managers, Sector managers, and an Emergency Medical Advisor. This highlighted the significance of reasonable adjustments to enhance workforce diversity at all levels. The initiative was unveiled at the network’s third anniversary celebration event themed ‘Disability Livelihood and Employment’. The event included a ‘reasonable adjustments display’ where network members showcased specialised equipment used in their roles.”
Metric 10: Representation of disabled people among Board members
Percentage difference between the organisation’s board voting membership and overall workforce, disaggregated by:
- voting and non-voting membership of the board
- executive and non-exec membership of the board.
Disability declarations
| NWAS Disabled staff 31/03/2025 | 9.4% | Disabled Board Members 31/03/2025 | 7.7% |
| Voting Board Members | 9.09% | Non-Voting Board Members | 0% |
| Executive Board Members | 14.3% | Non-Executive Board Members | 0% |
The proportion of total board members declaring a disability has reduced to 8% (14%, 2024), but disability declarations in the workforce overall have increased year on year to 9.4% (7.8%, 2024).
The table below shows the percentage difference when comparing the total Board number to the overall workforce.
| Year | 2023/24 | 2025 |
| Disabled | 7% | -2% |
| Non-disabled | -29% | -24% |
| Disability unknown | 22% | 26% |
Trust-wide actions
The WDES data along with the Workforce Race Equality Standard (WRES), and Gender Pay Gap data (set out in separate reports) reflects the ongoing work to support all our staff groups and address inequalities in the workplace. While there have been some improvements across a number of key areas, we recognise that there remains a significant difference in the experiences of disabled and non-disabled staff. We will continue to explore the reasons for this and put in place actions to help improve the employee experience of our colleagues with disabilities.
Metric 2 – Recruitment
- Positive Action and Widening Access teams will continue to work to enable increases in increases in applications from underrepresented groups. This will be delivered though targeted community outreach, online and offline engagement, and bespoke 1:1 support and coaching.
- We will develop and deliver bitesize training for managers, designed to improve interview skills, with a particular emphasis on assessing understanding around equality and inclusion focus on diversity and inclusion in the interview process.
Metric 3 – Formal capability process
- Undertake a review to explore the reasons for the disproportional involvement of disabled staff in the Trust’s formal capability process.
Metric 4 – Negative experiences
- Through collaborative working between operations management and the Violence Prevention Reduction Team, we will Implement a clear procedure to support staff dealing with disability prejudice, racist abuse and unwanted sexual behaviour.
Metric 5 – Fair career progression opportunities
- We will deliver the first cohort of the Developing Leaders programme with a diverse group of participants. The programme is anticipated to commence in September 2025, following an application process earlier in the summer.
- We will develop and promote visible career pathways readily accessible to all new and existing staff to support progression and development.
Metric 7 – Feeling satisfied by organisational recognition
- We will continue the rollout of the Leading with Diversity & Inclusion module, ensuring all designated managers have completed it by the end of 2025/26.
- We will continue to equip managers with the knowledge and awareness to support their staff who require reasonable adjustments or neurodiversity support.
A full set of actions are set out in our EDI Annual Plan.