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.
