City workforce profile
In order to deepen the understanding of our workforce, we developed a City Workforce Profile. The health and care workforce profile identifies the overall size and shape of the workforce in Leeds. Originally compiled in 2014, we have systematically refreshed this figure in 2024 which will allow us to set the baseline to identify future trends of size and scale when we repeat in October 2026.
In Leeds, we believe that the ability to understand our current and future health and care workforce is essential to keeping pace with changes in the needs of our local population, and of service provision to support those needs. Our collaborative approach is designed to deepen our insights and to better inform our shared priorities for education, resourcing, development, and the retention of our city’s workforce.
In order to deepen the understanding of our workforce, we developed a City Workforce Profile and a place-based Learning Needs Analysis, which you can learn about below. We also conducted a bespoke piece of work focused on the city’s Allied Health Professionals in Leeds, you can find the project summary on our blog.
For further information on what helped inform our approach to workforce planning, you can read our co-authored Health Policy journal report (June 2023): Strategic workforce planning in health and care – an international perspective: a scoping review.
City Workforce Profile
The health and care workforce profile identifies the overall size and shape of the workforce in Leeds. Originally compiled in 2014, we have systematically refreshed this figure in 2024 which will allow us to set the baseline to identify future trends of size and scale when we repeat in October 2026. You can find the 2024 figure on our blog.
In conjunction with our City Profile Work, we have also undertaken a review of Leeds’s Health and Wellbeing Strategy Health and Care Workforce Indicators during 2024 which can be viewed below.
Leeds Health and Wellbeing Workforce Indicators 2025
In conjunction with our City Profile Work, we have also undertaken a review of Leeds’s Health and Wellbeing Strategy Health and Care Workforce Indicators
Background
The Leeds Health and Wellbeing Strategy 2023-2030 (Health and Wellbeing Strategy (leeds.gov.uk)) ambition is “We will be the best city for health and wellbeing” with a vision that “Leeds will be a healthy and caring city for all ages, where people who are the poorest improve their health the fastest”.
The Strategy is overseen by the city’s Health and Wellbeing Board, which is a group of senior representatives from organisations across Leeds, including Leeds City Council, the NHS, the community sector and Healthwatch. The Board exists to improve the health and wellbeing of people in Leeds and to join up health and care services.
The Strategy contains 12 priorities, one of which being “An inclusive, valued and well-trained workforce”, referencing around 60,000 people who work in the Leeds health and care system. The Leeds Health and Care Academy is identified as being critical in the delivery of the priority, through the established workforce collaboration mechanisms.
A goal for priority nine of the Leeds Health and Wellbeing Strategy 2023 is that the health and social care workforce is reflective of Leeds diverse communities.
What are the Leeds Health and Wellbeing Workforce Indicators?
For the first time, Leeds Health and Care Academy have collated the Leeds Health and Wellbeing Workforce Indicators to enable the system to measure success for priority nine; how reflective the health and care workforce is of Leeds diverse communities.
These indicators have been measured collectively from partners*, representing all of the workforce, and compared to the overall makeup of the city’s population:
- Ethnicity
- Age
- Disability
- Sex
- Socio-economic status
*Partners include Statutory partners, Adult social care, Primary Care (General Practice Workforce) & Third sector
Please see Leeds Health and Wellbeing Indicators 2025 below. Please see the Leeds Heath and Wellbeing Indicators as an addition to the City Workforce Profile which you can view here.
The indicators cover all Partners (with the exception of Graphs 1, 4 and 7) of the Leeds health and care partnership’s workforce.
Percentage of Workforce who are Leeds Residents
(Statutory partners & Third sector, approximately 66% of the Health and Care workforce)
Ethnicity
Age
Disability
(Statutory partners, Third sector & Adult social care, approximately 92.6% of the Health and Care workforce)
Sex
Socio-economic status – Pay Ranges
Socio-economic status – Employment status/contract type
(Statutory partners, Third sector & Adult social care only, approximately 92.6% of the Health and Care workforce)
Socio-economic status – Hours
If you have any questions about the Leeds Health and Wellbeing Indicators please contact the Leeds Health and Care Academy Workforce Planning Team by emailing Head of Collaborative Workforce Planning Chris.Tissiman@nhs.net
Place-based Learning Needs Analysis
The Academy is developing and coordinating a city-wide approach to Learning Needs Analysis (LNA) with health and social care partners across Leeds. The aim of the LNA is to systematically and regularly capture the immediate, emerging and transformational learning needs of the health and care workforce, allowing collaboration between partners, and across the city, on delivery. All Leeds health and social care service providers are involved in the design of a new process, either as an individual organisation or through a respective professional body or sector network.
For further information on any of the workstreams listed above, please contact Chris Tissiman, Head of Collaborative Workforce Planning at the Leeds Health and Care Academy, via chris.tissiman@nhs.net.