We recognise that our patients and our members of staff come from many ethnic, religious, socio-economic and cultural backgrounds, and will vary in their health, experiences, beliefs, genders and sexualities. Inclusion is a key aspect of the CUH strategy and is important from the moment that someone applies to work at the Trust.
Non-urgent advice: LGBT+: Trans and non-binary people inclusion
Cambridge University Hospitals (CUH) is fully committed to supporting our trans and non-binary patients and staff, as well as the wider LGBT+ community. We work to create a safe, welcoming, and inclusive place for everyone receiving care and for all colleagues in our CUH family.
As public conversations about trans and non-binary rights continue, CUH is clear: we will not tolerate discrimination, bullying, or hostility towards our staff based on their gender identity. Working in the NHS is rewarding but challenging, and no one should feel they need to hide who they are or fit into narrow views of gender. When our staff feel safe and respected, they perform their best, supporting each other and delivering excellent care.
We also know that the LGBT+ community often experiences poorer health outcomes than other groups, and we are dedicated to providing high-quality healthcare and reducing these inequalities.
We recognise that topics around identity and beliefs can be complex and may lead to strong feelings. Each of us must take responsibility for treating our trans and non-binary staff and patients with respect, kindness, and understanding. We encourage open, respectful conversations to help us learn, improve, and create the best care and work environment possible.
all equal | all different | all individual
We are committed to eliminating discrimination and ensuring equality in care and continue to embed our equality and diversity values into our policies, procedures and everyday practice.
Equality in the NHS
Under the Equality Act 2010 (opens in a new tab), NHS organisations have what is called a general equality duty. In practice this means that we must:
- eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by the Equality Act
- advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it.
- foster good relations between people who share a relevant protected characteristic and those who do not share it.
These are underpinned by the Public Sector Equality Duty which requires us to:
- publish information annually to show our compliance with the equality duty
- set and publish equality objectives, at least every four years
Disability: Workplace Adjustments
Everyone with a disability, health condition, or neurodiversity who comes to our hospitals, whether as a patient, staff member, or visitor, should have as positive an experience as anyone else.
The government calls changes to the built environment, ways of working, or how we communicate "reasonable adjustments." Here, we call them "workplace adjustments." We have a central fund, so all staff can apply for the necessary adjustments.
We also offer Purple Passport a health and wellbeing record where colleagues can discuss and document any needs affecting their work.
If you need an adjustment when you come to us for an interview, please check your invitation for the right contact person.
Our accessibility page may also be helpful.
Carer friendly employer
About 24% of our staff have reported caring responsibilities outside of work. Balancing work and personal life is part of the NHS People Promise, and we want to do everything we can to support these staff and prioritise wellbeing. Caring can be emotionally and physically draining. We applied for the Carer Friendly Tick Award to show that CUH is a compassionate, supportive, and flexible employer, with managers who are aware of carers' needs and will support them.
Requesting an accessible format.
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