EDS for 2023/24
Following a review against each of the outcomes of each of the three domains of EDS 2022 throughout 2023/24, the Trust is rated as ‘Developing’. The total outcome score for the Trust was 21, which is 1 point away from ‘Achieving’. Organisations who score between 8 and 21 are rated as ‘Developing’.
The below tables set out all the outcome scores used to confirm the total outcome score of 21. This has been arrived at by referring to the EDS Ratings and Score Card Guidance. All outcome scores have been taken from evidence gathering and outcome score allocation in collaboration with key internal leads, key stakeholders and peers. Please find below further detail:
- Domain 1 Commissioned or Provided Services Evidence
- Domain 2 Workforce Health and Well-being Evidence
- Domain 3 Inclusive Leadership Evidence
| Domain 1 | Outcome | Score/Rating |
| Commissioned or provided services | 1A: Patients (service users) have required levels of access to the service | 2/Achieving |
| 1B: Individual patients (service user’s) health needs are met | 2/Achieving | |
| 1C: When patients (service users) use the service, they are free from harm | 2/Achieving | |
| 1D: Patients (service users) report positive experiences of the service | 2/Achieving |
| Domain 2 | Outcome | Score/Rating |
| Workforce health and well-being | 2A: When at work, staff are provided with support to manage obesity, diabetes, asthma, COPD and mental health conditions | 2/Achieving |
| 2B: When at work, staff are free from abuse, harassment, bullying and physical violence from any source | 2/Achieving | |
| 2C: Staff have access to independent support and advice when suffering from stress, abuse, bullying harassment and physical violence from any source | 2/Achieving | |
| 2D: Staff recommend the organisation as a place to work and receive treatment | 1/Developing |
| Domain 3 | Outcome | Score/Rating |
| Inclusive Leadership | 3A: Board members, system leaders (Band 9 and VSM) and those with line management responsibilities routinely demonstrate their understanding of, and commitment to equality and health inequalities | 2/Achieving |
| 3B: Board/Committee papers (including minutes) identify equality and health inequalities related impacts and risks and how they will be mitigated and managed | 2/Achieving | |
| 3C: Board members and system leaders (Band 9 and Very Senior Manager) ensure levers are in place to manage performance and monitor progress with staff and patients | 2/Achieving |
EDS for 2022/23 – EDS2
Due to the challenge to implement EDS 2022 by February 2023 that was recognised locally and regionally, it was agreed across Leeds to:
- Complete the existing three-year EDS process based on EDS2 and publish self-assessments against Goals 3 and 4 by the 28th February 2023.
- Begin compliance against EDS 2022 at the start of the new financial year on the 1st April in continued collaboration with the Integrated Care Board (ICB) representing Leeds, Leeds and York Partnership Foundation Trust and Leeds and Community Healthcare.
Please find below Goals 3 & 4 Self-Assessments for 2022/23:
Revised EDS for 2023/24 – EDS 2022
A review of the EDS was undertaken throughout 2021 and 2022 to incorporate system changes and take account of the new system architecture. Through collaboration and co-production and taking into consideration the impact of COVID-19, the EDS was updated and transitioned from EDS2 to EDS 2022 comprising of eleven outcomes spread across 3 Domains:
- Domain 1 Commissioned or provided services
- Domain 2 Workforce health and well-being
- Domain 3 Inclusive leadership
EDS 2022 was published on the NHS England website in August 2022 and shared with the West Yorkshire Health and Care Partnership Integrated Care Board (ICB) and stipulated that EDS reviews should:
- Be carried out annually with the result of the review published on organisation websites by 28th February.
- Take place as follows:
- Domain 1 – Summer/Quarter 2
- Domain 2 – Spring/Quarters 1
- Domain 3 – Autumn/Quarter 3
Gender Pay Gap Reporting
On 8 March 2018, we published our first Gender Pay Report for Leeds Teaching Hospitals NHS Trust. Gender Pay Gap legislation requires all employers of 250 or more employees to publish their gender pay gap as at 31 March. The information is sourced from the Electronic Staff Record (ESR) system, which holds our employee data. The information has also been submitted to the Government’s Gender Pay Gap reporting portal.
Gender Pay Gap Report 2024 (Word Document – Page 10 to12)
Gender Pay Gap Report 2023 (PDF)
Gender Pay Gap Report 2022 (PDF)
Gender Pay Gap Report 2021 (PDF)
Gender Pay Gap Report 2020 (PDF)
Gender Pay Gap Report 2019 (PDF)
Gender Pay Gap Report 2018 (PDF)
Creating Positive Cultures and supporting individual aspirations – during the development and analysis of our gender pay gap data, we spoke with a number of senior females in our organisation who have shared their experiences of being a female in the NHS.
NHS Workforce Race Equality Standard
NHS England requires all NHS Trusts to explore whether or not they are fully achieving race equality in the workplace.
In order to do this we collect and collate data on the ethnicity of our staff. The data is collected as part of the NHS Workforce Race Equality Standards and includes the consideration of recruitment and selection, entry into the disciplinary process, access to training and staff experiences of harassment, bullying, abuse and discrimination.
The documents below provide a summary of our data along with our actions.
2024-25
Please visit ‘Equality Objectives’ for our EDI Action Plan and EDI Metrics where our race equality data and race equality actions are incorporated.
2023-24
EDI Action Plan (PDF)
WRES Data 2023 (PDF)
2022-23
WRES Action Plan 2022-23 (PDF)
2021-22
WRES Action Plan 2021-22 (PDF)
2020-21
WRES Action Plan 2020-21 (PDF)
NHS Workforce Disability Equality Standard
NHS England requires all NHS Trusts to explore whether or not they are fully achieving disability equality in the workplace.
In order to do this we collect and collate data on whether or not our staff declare themselves as disabled. The data is collected as part of the NHS Disability Equality Standard and includes the consideration of recruitment and selection, entry into the capability process and staff experiences of harassment, bullying, abuse, discrimination, equal opportunities and reasonable adjustments.
The documents below provide a summary of our data along with our actions.
2024-25
Please visit ‘Equality Objectives’ for our EDI Action Plan and EDI Metrics where our disability equality data and disability equality actions are incorporated.
2023-24
EDI Action Plan (PDF)
WDES Data 2023 (PDF)
2022-23
WDES Action Plan 2022-23 (PDF)
2021-22
WDES Action Plan 2021-22 (PDF)
2020-21
WDES Action Plan 2020-21 (PDF)