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.

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.
Our development towards inclusion
Cromwell Hospital is committed to creating an inclusive and respectful working environment for all of our people. We have listened carefully to our employees and developed our 2022-23 inclusion vision incorporating the feedback.
We believe that by drawing on our employees’ rich and diverse perspectives, we will improve the care we deliver to our patients. We look forward to positive and impactful change through our new nine point Inclusion Plan.

1. Improved demographics – meaningful data and representation
Great benefits can be achieved for our hospital and individual colleagues through increased disclosure of equality monitoring data. We will run a focussed campaign to improve our employee EDI data, which will then be used to develop a plan with targets to address underrepresentation.

2. Continuous education, and learning
We will foster a culture of learning to create a psychologically safe work environment. We will educate our colleagues via Bupa Belong and Active Bystander sessions, and we will educate our people on important topics such as Privilege, and Microaggressions.

3. Continue the conversation
Cromwell Hospital will provide opportunities for constructive conversations about D&I. Our REDI network will play a key role in keeping these conversations alive and in encouraging colleague participation across the hospital.

4. Inclusive patient care
We aim to better understand our patients and how we can meet their individual needs. We also recognise the need to develop an organisational policy on patient behaviour. We will hold workshops for managing and diffusing situations where patients are abusive or discriminatory.

5. Inclusive talent management
We’ll take a holistic approach to talent management for wider reach and engagement. Including making our recruitment processes accessible, attracting international diverse talent, retention initiatives, and linking in with our Health, Safety and Wellbeing committee to prioritise the wellbeing of our colleagues.

6. Building Allyship
There has never been a better time for our majority groups to learn how they can support their colleagues. As a first step towards a culture of allyship and advocacy we will launch our first allies programme to ensure that our LGBTQ+ communities feel able to be themselves.

7. Celebrate our diverse workforce
Celebrating difference will maintain a firm place on Cromwell Hospital’s D&I agenda, including celebrating National Inclusion Week and Black History Month. We understand that by celebrating diversity we will continue to build cultural awareness and unity.

8. Inclusive leadership
We believe that inclusive leaders hold themselves accountable for improving diversity and inclusion. Cromwell Hospital will create an Inclusive Leadership Charter linked to Bupa’s values. Via the Charter and education, we will support our leaders to access, grow and demonstrate their inclusive leadership styles.

9. Deliver greater organisational and executive accountability
Our Executive Team will champion Inclusion at Cromwell Hospital through both organisational and individual Executive objectives.