The Countdown Is On: Ethnicity & Disability Pay Gap Reporting for NHS Bodies

The countdown is on. With legislation on ethnicity and disability pay gap reporting fast approaching—and a government consultation already underway—NHS bodies must start preparing now.

A major challenge stands in the way: incomplete workforce data. Nearly 1 in 5 NHS staff either leave disability status blank or select “prefer not to say.” Without accurate disclosure, pay gap reports risk being misleading or incomplete, and your ability to take meaningful action is limited.

At the same time, many teams are being asked to do more with less, making it essential to find smart, scalable tools that deliver both compliance and impact.

• What the proposed legislation means for NHS bodies,
• Why low disclosure rates are holding organisations back,
• And how to go from reactive compliance to strategic inclusion—with tools that save time and maximise impact.

We’re also launching a pilot opportunity for three public sector organisations to:

• Run a privacy-first disability self-ID campaign,
• Receive a live dashboard with your workforce data, and
• Get a disability pay gap report with tailored, actionable recommendations.

If you’re part of an NHS organisation looking to stay ahead of upcoming regulations, improve your data, and build a stronger foundation for inclusion—this session is for you.

What You’ll Learn:

✔️ What the government’s ethnicity and disability pay gap consultation means for NHS bodies and how to get involved

✔️ Why low disclosure rates —especially on disability—are limiting progress and what you can do about it

✔️ How to run a confidential self-ID campaign that boosts response rates and builds trust

✔️ What a clear, compliant pay gap report looks like, even with limited data

✔️ How to use smart tools and reporting methods to save time, reduce manual effort, and get ahead of incoming requirements

✔️ Why now is the time to move from reactive compliance to meaningful inclusion, even with stretched resources

Who Should Attend?

✔️HR, workforce, and EDI leaders across NHS bodies—including Trusts, ICBs, and arms-length organisations

✔️Data, policy, and governance teams responsible for pay gap reporting or self-ID campaigns

✔️Public sector DEI and compliance leads preparing for upcoming legislation

✔️NHS executives and managers looking for practical, resource-efficient inclusion strategies

✔️ Anyone responsible for building trust, improving disclosure, or driving inclusive workforce change