Diversity and inclusion
At Cromwell Hospital, we’re committed to creating a culture which celebrates our differences, and we believe we must work together to encourage and support inclusion across all areas of our hospital.
The REDI for Change Network
To bring this ethos to life, we have an internal diversity and inclusion committee called the REDI for Change (Respect, Equality, Diversity, and Inclusion) Network.
The REDI Network supports the strategic aim of Cromwell Hospital: to be the outstanding hospital of choice in London for our patients, people, and partners, and to provide a supportive and encouraging environment to work and to receive medical treatment.
We do this by giving our people and patients a platform to share their views, ideas and experiences, raising awareness of and celebrating our differences, and providing learning and educational opportunities for all.
In acknowledgement of our efforts, Cromwell Hospital was accredited as an Inclusive Employer in March 2025.
Our purpose
The REDI Network’s purpose is to:
- ensure that all our people feel able to participate in the affairs of the hospital.
- act as a support and advisory group to all colleagues, especially those who are currently underrepresented.
- provide and promote peer support, confidence building and greater inclusivity.
- be the main conduit for the gathering and synthesis of diverse opinion on hospital-wide issues, across clinical and professional services functions, and all hospital locations.
- support the mission, values, and strategy of the hospital.
Creating an inclusive environment
Across the hospital, we are committed to ensuring we create an inclusive environment for our staff and patients with the support of the REDI Network.
The Network is made up of hospital employees from all backgrounds who support us in raising awareness, educating our people and celebrating our different backgrounds, helping our staff feel able to bring their whole selves to work, and our patients, consultants and partners to feel comfortable being who they are.
Inclusion Plan 2026-2027
Our people experience inclusion and our values every day. By listening, learning, and setting clear measures, we're building on this strength to create a World Class Culture where everyone can thrive.
Our Inclusion Plan is built around six key pillars:
1. Data-driven inclusion
We use high-quality data and insight to guide decisions, tracking demographics, measuring outcomes, and assessing return on investment to ensure meaningful, measurable impact.
2. Belonging and growth
We create an inclusive culture where everyone can bring their best selves, grow, and feel connected through continuous, practical learning and celebration of our people.
3. Inclusive patient care
We equip teams to deliver inclusive, person-centred care that meets diverse needs, enhancing patient experience and supporting our Savannah 3x100 Net Promoter Score ambition.
4. Inclusive leadership and accountability
Our leaders are accountable for driving inclusion in line with the CQC Well-led domain and Savannah Leadership Behaviours, modelling inclusion, setting expectations, and removing barriers.
5. External impact and inclusion advocacy
We share proven approaches across Bupa, our sector, and beyond - collaborating and leading to raise consistent,
high-quality inclusion standards.
6. Inclusive growth and integration
We embed inclusion as we grow, supporting new teams, aligning cultures,
and establishing consistent ways of working aligned to the Savannah 3x 100 strategy.
REDI success story
In March 2025, we were proud to be awarded Bronze Accreditation by the Inclusive Employers Standard, recognising our commitment to fostering a truly inclusive workplace.
