Welcome to our equality and diversity pages. This is where you will find out what we are doing on equality and diversity to improve employment opportunities and services in Bradford District for all staff and patients. Our equality and diversity work is done in partnership with:
At Bradford Teaching Hospitals NHS Foundation Trust we are fully committed to equality and diversity, both as an employer and a service provider. We have a policy statement that clearly outlines our commitment to equality for patients and staff.
We are committed to ensuring that in everything we do, in everything we say and all the actions we take as an employer, a provider of services to our local community and a key partner, that we eliminate unlawful discrimination, harassment and victimisation, advance equality of opportunity and foster good relations between people who share a protected characteristic and those who do not share it.
Our equality plan aligns with the NHS Constitution which sets out rights to which patients, public and staff are entitled, and pledges which the NHS is committed to achieve, together with responsibilities which the public, patients and staff owe to one another to ensure that the NHS operates fairly and effectively. We set these out in our equality statement.
NHS England require all health providers to provide information about the position and experience of Black, Asian and Minority Ethnic (BAME) staff through an annual WRES return. We have completed our return for 2020. Below is a document detailing the WRES metrics, our narrative findings and associated action plan for the year 2020/21 (and previous years) which shows what we intend to do:
WRES Action Plan 2019-20
WRES report 2017
WRES action plan 2017-18
NHS England require all health providers to provide information about the position and experience of Disabled staff through an annual WDES return, which was new in 2019. We have completed our return for 2020. Below is a document detailing the WDES metrics, our narrative findings and associated action plan for this year 2020/21 (and previous years), which shows what we intend to do:
The board of directors receives a six-monthly update on our progress report on how we are delivering our equality objectives. The latest updates can be found in board papers here.
On April 6, 2016 Bradford Teaching Hospitals NHS Foundation Trust launched a new set of equality objectives. They have been developed following consultation with the local voluntary and community sectors, staff and public sector partners, and an external consultation process which delivered 156 individual responses.
The objectives have been approved and ratified by the Trust’s board of directors. The objectives set out the eight equality priorities that will be worked on over the next four years. They are shared objectives with Bradford District Care Foundation Trust and Airedale NHS Foundation Trust.
Progress will be monitored against the equality objectives every six months by the board of directors.
Please note that these are the headline objectives and for each there is or will be a detailed delivery plan developed and delivered.
You and your family have the right to be treated fairly and be routinely involved in decisions about your treatment and care. You can expect to be treated with dignity and respect.
You will not be discriminated against on any grounds including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. You have a responsibility to treat other patients and our staff with dignity and respect.
You have the right to be treated fairly in recruitment and career progression. You can expect to work in an environment where diversity is valued and equality of opportunity is promoted. You will not be discriminated against on any grounds including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. You have a responsibility to ensure that you treat our patients and your colleagues with dignity and respect.
We carry out Equality Impact Assessment (EIA) on all of our policies and service change/development proposals.
Following Government consultation, it became mandatory on March 31, 2017 for public sector organisations with more than 250 employees to report annually on their gender pay gap (GPG).
The new reporting requirements for public bodies are set out in the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
