Embedding the Workforce Disability Equality Standard
The NHS Workforce Disability Equality Standard (WDES) came into force on 1 April 2019 and is a set of specific measures (metrics) that enables NHS organisations to compare the experiences of disabled and non-disabled staff. This information is then used by organisations to develop a local action plan, and enable them 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. It supports positive change for existing employees, and enables a more inclusive environment for disabled people working in the NHS.
WDES data collection and reporting framework
The WDES reporting timeline runs from 1 May to 31 May for NHS trusts and foundation trusts. It required metrics and narrative data to be reported via the WDES data collection framework.
In addition, trusts are required to publish details on their website by 31 October this includes their WDES annual report which should contain their organisation’s data for each metric, their WDES action plan and details of progress.
Visit the NHS England to learn more about the WDES.
WDES 2024 report findings
- The 2024 WDES report published in March 2025 showed some small improvements, for example the percentage of disabled staff in senior positions (bands 8c and above, including medical consultants and board members) has increased from 3.9 per cent in 2023 to 5.1 per cent in 2024.
- 74.5 per cent of disabled staff reported they had the reasonable adjustment(s) required to perform their duties, an increase of 112 percentage points since 2023.
- 33.1 per cent of disabled staff reported having experienced bullying, harassment or abuse by patients or the public, showing a small improvement since 2023. This is still notably higher than that experienced by non-disabled staff.
- The relative likelihood of a disabled colleague being in capability in 2024 is 2.04, compared to 2.17 in 2022. This means that disabled staff are still twice as likely to be in the capability process on the grounds of performance.
