BDCT / About us / Key information / Equality, diversity and inclusion

Equality and diversity

Compliance with the Equality Act 2010 is a key requirement of all NHS organisations and the NHS constitution is based on the principles of equality and fairness.

This is particularly important for Bradford District Care NHS Foundation Trust because of the incredible diversity of our local population and our goals to provide seamless access to the best quality services, to enable all our communities to be as healthy as possible, and for our staff, to be the best place to work.  There is documented evidence that getting equality right has a direct link to outstanding care.

In our Trust the equality, diversity and inclusion work is led by the Human Resources and Organisational Development Directorate and our Head of Equality can be contacted by emailing hradvice@bdct.nhs.uk

Our Trust has a set of equality objectives for 2020 to 2024 and they outline our key priorities for equality, diversity and inclusion, for both our services and workforce.  In addition to this, our equality, workforce and inclusion workforce strategy guides the implementation of the NHS Workforce Race Equality Standard, Workforce Disability Standard, Gender Pay Gap and Rainbow Badge Scheme.

Our aim is to ensure that our services are culturally sensitive and appropriate. We also want our staff to work in an environment that is free from discrimination, harassment and unequal treatment.

Documents which are key to this are:

These documents make sure that we:

  • eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010;
  • advance equality of opportunity between people from different groups; and
  • foster good relations between people from different groups.
  • and linked to this, focus on the nine ‘protected characteristics’ within the Equality Act that cover: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, sexual orientation and marriage and civil partnerships.

Gender pay gap

On 8 March 2018 Bradford District Care NHS Foundation Trust published its first gender pay gap and bonus gender pay gap onto the Government gender pay gap web pages. The Equality Act 2017 Regulations require all organisations that employ more than 250 staff to publish their gender pay gap by 31 March 2018. A summary of all of the results published so far can be found on the Government’s gender pay gap web pages.

In 2018 the Trust had a gender pay gap of 3.02 percent and a bonus gender pay gap of 37.8 percent. Please see our full Board report for more information about the Trust’s gender pay gaps and the actions that we will be taking as a result. We have also created an infographic which summarises the findings of the Board report.

On 31 March 2019 a further gender pay gap and bonus gender pay gap was published on the Government gender pay gap web pages. The Trust’s gender pay gap in 2019 had increased to 7.70 percent and the bonus gender pay gap had reduced to 19.22 percent. Please see the full board report and infographic.

On 31 March 2020 our most recent gender pay gap and bonus gender pay gap was published on the Government gender pay gap web pages. The Trust’s mean gender pay gap in 2020 is 7.21% percent and the bonus gender pay gap had reduced to 16.69% percent. Please see the full board report.

Workforce Race Equality Standard

In April 2015 the NHS launched the Workforce Race Equality Standard. A requirement of that standard is to publish a set of data which can be compared nationally with other NHS organisations. The documents below contain the data for our Trust and the BME Diversity in Employment Strategy.

If you would like the full report please contact lisa.wright@bdct.nhs.uk

Workforce Disability Equality Standard

In August 2018 the NHS launched the Workforce Disability Equality Standard. A requirement of that standard is to publish a set of data which can compare experiences and representation of NHS Disabled Staff with other NHS organisations. The first set of data was collected in August 2019 and is included below along with the actions plans made to respond to the information over the next year. The data and actions were discussed and approved at the September 2019 Trust Board, full papers for that meeting can be found here.

Equality Delivery System 2 grading process

The panels provide staff, voluntary, community and faith sector partners and their service users the opportunity to comment on Bradford District Care NHS Foundation Trust’s equality performance using the EDS as a framework. They are then able to agree our grades for this work.

Grades are available here:

If you would like a copy of the draft grades please contact the equality team on 01274 228282.

Bradford District Care NHS Foundation Trust is working in partnership with Bradford Teaching Hospitals Foundation Trust, Airedale NHS Foundation Trust and NHS Bradford, Airedale and Leeds.

The BDCFT Trust Board signed up to the equality delivery system (EDS) in June 2011. The Trust Boards Service Governance Committee has six monthly updates on progress made in implementing the EDS across the organisation. In addition regular updates and decisions are taken and discussed at the Trust’s Executive Management Team chaired by the Chief Executive.

Click on the titles below to find out more.

The Bradford and Airedale NHS equality group

This group includes representatives from:

  • Age Concern Bradford and Airedale
  • Black Health Forum
  • Bradford Action for Refugees
  • Bradford and Airedale Mental Health Advocacy Project
  • Bradford District Women’s Forum
  • Bradford District Care NHS Foundation Trust Black and Minority Ethnic Staff Network
  • Bradford District Care NHS Foundation Trust Disabled Staff Network
  • Bradford District Care NHS Foundation Trust Lesbian, Gay, Bisexual and Trans Staff Network
  • Bradford Metropolitan District Council
  • Bradford Muslim Women’s Council
  • Bradford LINK
  • Bradford Older People’s Alliance
  • Bradford Teaching Hospitals Black and Minority Ethnic Staff Network
  • Bradford Teaching Hospitals Disabled Staff Network
  • Bradford Teaching Hospitals Lesbian, Gay and Bisexual Staff Network
  • Bradnet
  • Carers’ Resource
  • Council for Mosques
  • Equity Partnership
  • Health Partnership Project
  • Healthier Lives
  • Just West Yorkshire
  • Mind in Bradford
  • NHS Bradford and Airedale Black and Minority Ethnic Staff Network
  • NHS Bradford and Airedale Staff Disability Network
  • NHS Bradford and Airedale Lesbian, Gay and Bisexual Staff Network
  • Sharing Voices
  • Strategic Disability Partnership
  • Thornbury Centre
  • University of Bradford’s Centre for Diversity & Inclusion
  • VCS Assembly Equalities Forum
  • VCS Assembly Health & Wellbeing Forum

The group is:

  • Agreeing priority equality objectives and then monitoring progress in meeting them
  • Using the new Equality Delivery System (EDS) to measure the local NHS against four key goals:
    • Better health outcomes for all
    • Improved patient access and experience
    • Empowered, engaged and well supported staff
    • Inclusive leadership at all levels

Related documents

The Bradford and Airedale NHS Equality Group terms of reference

Bradford and Airedale NHS Equality Group ways of working

How well are we doing with equality and diversity?

Members of the Bradford and Airedale NHS Equality Group have formed EDS assessment panels to consider and moderate the equality and diversity performance of each NHS trust using the Equality Delivery System framework.

The evidence for each trust provides detailed information about how well each NHS trust is doing in:

  • Better health outcomes for all,
  • Improved patient access and experience,
  • Empowered, engaged and well supported staff
  • Inclusive leadership at all levels

The summary sheets below show grading by the members of our Equality Group:

Health inequalities

The group has discussed and added to summaries of health inequalities as they affect Equality Act protected groups. These bring together research evidence, statistical data and the experience of local people and are helping us to prioritise equality objectives.

These health inequality summaries are available here:

 Public sector equality duty

The details of our work to meet our equality objectives and improve our performance using the EDS assessment framework will all be published here and shows how we are eliminating unlawful discrimination and advancing equality of opportunity.

The Bradford and Airedale NHS Equality Group’s work of reaching consensus on these priorities will contribute towards our legal duty to foster good relations between those people from a protected group and those who are not and between different protected groups.

Statement of community involvement

This information has been discussed and approved by the Bradford and Airedale NHS Equality Group on 19th December 2011.

Additional information will be approved at subsequent meetings of the same group.

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