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 focused 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 people on important topics such as Privilege, Disability, and Neurodiversity.
3. Understanding disability
As 24% of the UK have a disability, we want to ensure our people feel confident in understanding and supporting patients and their colleagues. We will educate our people through a series of disability sessions, introduce the Hidden Disabilities Sunflower campaign, and celebrate the diversity of disability during Disability Pride Month.
4. Inclusive patient care
We aim to better understand our patients and how we can meet their individual needs. We will provide education that will improve our collective cultural intelligence. We will educate on understanding and meeting the needs of disabled and transgender patients.
5. Inclusive career and talent management
We’ll focus on inclusive succession planning to
support the future of our organisation. We will foster an environment for high-quality career conversations, through training and confidence building sessions to support staff at all levels within our hospital.
6. Women who lead
We’ll take a holistic approach to support
our women and staff to build their confidence and support career development through confidence sessions, leadership panels, a new Menopause network, and celebrations such as International Women’s Day.
7. Celebrate our diverse workforce
Celebrating difference will maintain a firm place on Cromwell Hospital’s D&I agenda, including
celebrating disabilities and our nationalities. By celebrating our differences in a meaningful way, we will continue to build cultural awareness and unity.
8. Inclusive Employers Standard Accreditation
To demonstrate our commitment to D&I as a
key business imperative, we will undertake the Inclusive Employers Standard Accreditation. This is an evidence-based workplace accreditation that will measure our performance against 6 pillars of inclusion and will support us in developing our future D&I roadmap to success.
9. Inclusive leadership and accountability
We believe that inclusive leaders hold themselves accountable for improving diversity and inclusion. Our Executive Team will champion Inclusion at Cromwell Hospital through appointment of an executive lead sponsor of our D&I network REDI, and we will offer a world-class leader programme for managers.
