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

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

The Equality Act 2017 Regulations require all organisations that employ more than 250 staff to publish their gender pay gap annually by 31 March 2018. A summary of all of the results published so far can be found here gender pay gap web pages.

In March 2023 we published our most recent gender pay gap and bonus gender pay gap information. Our committee report on the Gender Pay Gap is available here.


The Trusts aims to stay in the top performing quartile of NHS organisations and to reduce the bonus gender pay gap over time. Analysis of the pay gap by pay band, care group directorate and staff group is carried out regularly to identify areas of the organisation where the pay gap is higher and lower than the Trust average so we can target interventions to reduce our overall pay gaps.

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 and action plan which can be compared nationally with other NHS organisations. The documents below contain the priorities, reports of our progress and data for our Trust over the last seven years. For more information please contact

If you would like the full report please contact

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 and our action plans which can compare experiences and representation of NHS Disabled Staff with other NHS organisations. The annual reports of progress, action plans and data are included below. The data and actions are discussed and approved by the Trust Board via the Workforce and Equality Committee.

Equality Delivery System 2 grading process

The process provides staff, voluntary, community and faith sector partners and people using our services the opportunity to comment on Bradford District Care NHS Foundation Trust’s equality performance using the EDS 2 as a framework. The most recent grades for this work are available here:

Bradford District Care NHS Foundation Trust is working in partnership with West Yorkshire Integrated Care System.

In 2022 we have approved the following methodology for producing our EDS2 Grades. We also have our EDS22 transition statement available outlining how we will move to the new EDS 22 framework.

Health inequalities Click to Toggle

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:

Statement of community involvement Click to Toggle

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.

Skip to content