Equality, Diversity and Inclusivity
Within the NHS, equality, diversity and inclusion (EDI) aim to ensure that both patients and staff are treated with fairness, dignity and respect, and are able to access opportunities and services without being disadvantaged because of their personal characteristics or circumstances.
Equality involves providing fair access to healthcare, employment and opportunities, while recognising that individuals may require different levels or types of support to achieve equitable outcomes.
Diversity refers to recognising and valuing the range of backgrounds, identities, cultures, experiences and characteristics represented among NHS staff and patients.
Inclusion means creating an environment in which people feel valued, able to participate fully, and confident that their views and concerns will be heard.
Equity extends this principle by recognising that people do not always have the same needs or face the same barriers, and therefore may require tailored support to achieve fair access and outcomes.
For example, a patient with a hearing impairment may require communication assistance, while someone with limited health literacy may benefit from information being presented in a simpler or more accessible way. Similarly, people living in areas of socioeconomic deprivation or those with disabilities may experience additional barriers to accessing healthcare and may require appropriate support or reasonable adjustments.
EDI is therefore relevant not only to the NHS workforce but also to the diverse population that the NHS serves.
The NHS Equality, Diversity and Inclusion Improvement Plan, published in 2023, established six high-impact actions intended to address inequalities and strengthen EDI across NHS organisations. The plan recognises that improving diversity and inclusion can contribute to better health outcomes and enhance the experiences of both staff and patients.
Despite this strategic focus, inequalities remain evident within the NHS workforce. The Workforce Race Equality Standard (WRES) 2025 Data Analysis Report for NHS Trusts, published in April 2026, demonstrates continuing differences in the experiences and representation of ethnic minority staff. The report found that ethnic minority staff were more likely to report harassment, bullying or abuse from patients, relatives or members of the public (28.6% compared with 23.6%), and from colleagues (24.0% compared with 19.9%). Although ethnic minority staff represented 30.7% of the NHS workforce, they accounted for only 17.3% of board members, demonstrating a substantial gap in representation at senior leadership level.
Addressing these inequalities is important because an inclusive workforce can positively influence staff engagement, wellbeing, retention, innovation and organisational performance.
When staff feel respected and psychologically safe, they are more likely to contribute their views, raise concerns and learn from mistakes, supporting effective teamwork and safer patient care. Conversely, experiences of bullying, discrimination, unequal treatment and excessive work pressures can negatively affect staff morale, retention and patient experience. A workforce that reflects the communities it serves can also provide greater insight into local needs and contribute to identifying and addressing health inequalities. Consequently, embedding EDI across the NHS is not solely an employment or workforce issue; it is an important part of delivering equitable access, improving staff and patient experiences, and supporting high-quality, safe and effective healthcare.
Associated
Sample
Questions
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What does the term diversity mean to you?
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Equality and diversity are important. Tell us about a time you did something to facilitate equality and diversity in your practice
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As a constant how can you create and inclusive culture where an individual feels they are able to speak up and patients feels listened to?
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You witness a colleague making a racist comment towards another member of staff. How would you respond?