The trust was praised for implementing Europe's first hospital digital command centre using artificial intelligence that provides staff with real time data to help make quick and informed decisions on how to manage people's care.
Karen Knapton, CQC deputy director of hospitals in the North, said: ‘The centre was having a positive impact on efficiency, including reducing the length of time people needed to stay in hospital, ensuring people received care in the most appropriate wards, as well as easing pressures on staff.'
The trust won praise for several other innovations, including: developing new ideas to improve the health and wellbeing for people using services and the wider community; opening a new learning and development hub that included a simulation centre and technical skills lab; and participation in pilots allowing physiotherapists to give exercise plans to people using videos and supporting children with complex medical conditions on how to swallow pills rather than liquid medicines.
However, the trust was criticised for not having a clear shared strategy and direction for the future, although the CQC noted it was working with partners to develop this.
Workforce equality gaps, including staff from all ethnic minority groups experiencing higher rates of harassment, bullying and abuse, were also noted, although the regulator again acknowledged plans were in place to address improve this.
A spokesperson for Bradford Teaching Hospitals NHS Foundation Trust said: ‘The inspectors recognised the work that our colleagues do to manage risks and keep people as safe as possible and highlighted the exceptional research work that is delivered through the Bradford Institute for Health Research that we are very proud to host. The report also describes how we continue to innovate, working in partnership with our communities and organisations in the city and beyond. And we have been recognised for the significant steps we have been taking to developing and implementing robust environmental sustainability actions.'
The trust said instances of discrimination and harassment were ‘simply unacceptable' and outlined a series of actions it was taking, including developing a shadow board programme to help support colleagues who want to take the next step on their leadership journey and the launch of a new online, personalised career progression hub.
In addition, the trust is partnering on a new anti-racism programme this summer and will be running listening exercises focused on creating a sense of belonging by tackling any forms of discrimination, improving colleague voice and influence, and developing our wellbeing support.
