WDES 2026-2027 action plan
EEAST's Workforce Disability Equality Standard (WDES) action plan for 2026-2027.
EDI Priorities
- Improve the education of the workforce and managers on bias and cultural awareness.
- Improve the poor workplace experiences of diverse colleagues.
- Improve the access and use of workplace adjustments.
Indicator: 1
Objective:
- Percentage of staff in each of the AfC Bands 1-9 and VSM (including Executive Board Members) compared with the percentage of staff in the overall workforce.
- (Workforce increase by 1.5%). 11.4% Disability declaration.
Action and delivery date:
- ESR Declaration campaign. 31/03/2027
- Bias & cultural awareness training (focus on appraisals & recruitment). 31/03/2027
- Cultural Inclusion Ambassadors (CIAs)
- Cultural Awareness & Intelligence Training. 31/03/2027
- Develop and rollout neurodiversity training. 2026-2027
Leads/Stakeholders:
- People Services
- Communications & Engagement
Inclusivity plan priority area
- Strategic Objective (People 1 & 4).
- EDI priorities 1 & 2
Indicator: 2
Objective:
- Relative likelihood of non-disabled candidates being appointed from shortlisting compared to Disabled candidates.
Action and delivery date: -EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2027
Leads/Stakeholders:
- People Services
- Communications & Engagement
Indicator: 3
Objective:
- Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process.
- Reduce from 1.86 times more likely to 1.5 times more likely.
Action and delivery date:
- Increase the presence of Cultural Inclusion Agents (CIAs) at disciplinary and capability panels. 31/03/2027
- Cultural Awareness & Intelligence Training. 31/03/2027
- Improve the education of the workforce and managers on bias and cultural awareness
- Develop and rollout neurodiversity training. 2026-2027
Leads/Stakeholders:
- People Services
Inclusivity plan priority area
- Strategic Objective (People 1, 3 & 4).
- EDI priorities 1, 2 & 3
Indicator: 4
Objective:
- Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from (i. patients, ii. managers, or iii. other colleagues). In the last 12 months.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2027
Leads/Stakeholders:
- Information Analytics
- Corporate Governance
- Health, Safety & Security
Indicator: 4d
Objective:
- Percentage of Disabled staff compared to non-disabled staff who reported they had experienced harassment, bullying or abuse at work.
- Increase from 54.9% to 60%
Action and delivery date:
- Improve the education of the workforce and managers on bias and cultural awareness. 31/03/2027
- Freedom To Speak Up Guardians (staff support & reporting of themes). 31/03/2027
- Improved communication of outcomes (as per sexual safety comms plan). 31/03/2027
Leads/Stakeholders:
- People Services
- Communication and Engagement
- Health, Safety & Security
Inclusivity plan priority area
- Strategic Objective (People 2,3,& 5).
- EDI priorities 1 & 2
Indicator: 5
Objective:
- Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2027
Leads/Stakeholders:
- Communication and Engagement
- People Services
Indicator: 6
Objective:
- 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.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2027
Leads/Stakeholders:
- People Services
- Communication and Engagement
Indicator: 7
Objective:
- Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2027
Leads/Stakeholders:
- People Services
- Communication and Engagement
Indicator: 8
Objective:
- Percentage of Disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work.
- Increase from 74.9% to 80%
Action and delivery date:
- Improve the access & use for workplace adjustments. 31/03/2027
- Audit of Estates and facilities to identify potential barriers or issues with accessibility for all staff
- Develop and rollout neurodiversity training. 2026-2027
- Cultural Awareness & Intelligence Training. 31/12/2027
- Improve the education of the workforce and managers on bias and cultural awareness
- Equip managers to identify and address bias in their appraisal and recruitment decisions
Leads/Stakeholders:
- People Services
- Communication and Engagement
- Finance/Procurement & Estates
Inclusivity plan priority area
- Strategic Objective (People 1, 2, 4 & 5).
- EDI priorities 1 & 3
Indicator: 9a
Objective:
- The staff engagement score for Disabled staff compared to non-disabled staff.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2026
Leads/Stakeholders:
- People Services
- Communication and Engagement
- Corporate Governance
- Health, Safety & Security
Indicator: 9b
Objective:
- Has your Trust taken action to facilitate the voices of Disabled people in your organisation to be heard?
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee. 31/03/2026
Leads/Stakeholders:
- People Services
- Communication and Engagement
Indicator: 10
Objective:
- Percentage difference between the organisation’s Board voting membership and its overall workforce disaggregated by: A) Voting membership of the Board. B) Executive membership of the Board.
- Workforce increase by 1.5%
Action and delivery date:
- ESR Declaration campaign. 31/03/2027
- Bias & cultural awareness training (focus on appraisals & recruitment). 31/03/2027
- Cultural Inclusion Ambassadors (CIAs)
- Cultural Awareness & Intelligence Training. 31/03/2027
- Develop and rollout neurodiversity training. 2026-2027
Leads/Stakeholders:
- People Services
- Communication and Engagement
Inclusivity plan priority area
- Strategic Objective (People 1 & 4).
- EDI priorities 1 & 2
