Please ensure Javascript is enabled for purposes of website accessibility Our updated Diversity, Equity, and Inclusion Strategy - Guy's & St Thomas' Foundation

Our updated Diversity, Equity, and Inclusion Strategy

The publication of our new Diversity, Equity, and Inclusion (DEI) Strategy is a significant step forward in our efforts to become a more equitable and inclusive organisation, and one which better represents the boroughs of Lambeth and Southwark in which we work.

Graffiti wall, with person standing on ladder and reaching over the wall. Photo by Abi Ismail

The revised strategy

The publication of our new Diversity, Equity, and Inclusion (DEI) Strategy is a significant step forward in our efforts to become a more equitable and inclusive organisation, and one which better represents the boroughs of Lambeth and Southwark in which we work. Since 2018, we have made real progress in defining how we think about DEI and how we approach it. We also acknowledge that, in some areas, we have not always gone far enough or fast enough.

In our revised DEI strategy we are clear that DEI is an enabler to the Foundation’s mission. It is embedded into all aspects of our work – as an employer, in the way we partner, with suppliers and in who and what we invest into. We believe this enables us to contribute to a more equitable society in practice as well as in mission. Our revised DEI strategy will build on progress and guide our efforts as an organisation which values the diversity of people, partners, and suppliers we work with, and acts in a more, equitable and inclusive way.

We have developed a strategy which sets out five impact goals that we want to achieve by 2027. These goals are based on the different routes to impact we will take through the breadth of our work at Guy’s & St Thomas’ Foundation, Impact on Urban Health and our three NHS charities (Guy’s & St Thomas’ Charity, Evelina London Children’s Charity, and Guy’s Cancer Charity). They outline the change we want to achieve in the world and what a more diverse, equitable and inclusive Foundation will look like and how it will act in the future.

Our impact goals are:

  • Funder of Health Equity – by 2027, we will have aligned our funding activities with the needs of those in our boroughs who are disproportionally impacted by poor health outcomes to achieve the universal goal of health equity, with a particular focus on the largest inequalities of race and income.
  • Influencer and Advocate – by 2027, we will be equitable and inclusive in the voices we promote; we will support other organisations who have a mission which is closely aligned to our own to influence for health equity; and we will share our insight and learnings with other organisations on a similar journey.
  • Investor and Custodian – by 2027 we will act responsibly to advocate for and embed diversity throughout our investments and portfolio and undertake direct corporate engagement actions in mission relevant sectors.
  • Heritage and Legacy – by 2027, we will have clearly articulated the origins of our wealth. We will have decided how this might shape our future actions.
  • Employer of Choice – by 2027 we will have built an inclusive culture that truly reflects the diversity of Lambeth & Southwark, where our employees feel they belong and have equal opportunity to develop and deliver on our mission to build the Foundations of a healthier society.

These goals are embedded across every part of our organisation. Our progress will be guided by an annual plan, formed of SMART (Specific, Measurable, Agreed, Realistic, Time-bound) actions to drive continual progress.

These actions have been pulled together with the Foundation’s executive team and have been approved and are supported by the board of trustees. It draws on existing outcomes of extensive engagement with colleagues, supported by independent experts, and builds on results from our employee inclusion surveys to ensure that we have included the right actions, and they are correctly prioritised.

This is a crucial step forwards to drive long-term positive change. We are constantly learning about ourselves and from others. As we progress through the SMART plan, we will update, adjust, and iterate to ensure that all actions drive us towards the impact we’re aiming for over the next four years.

The Board and I fully support this shared commitment to continuing to embed the principles of Diversity, Equity and Inclusion more deeply across the Foundation’s work. We believe this ambitious four-year plan will enable us to prioritise, measure and improve our culture, refining how we work together, how we develop our teams and with the continued focus on our mission to build the foundations of a healthier society.

Susanne Given
Susanne Given, Chair of Trustees

Better health for all is within our reach.

We believe that becoming more diverse, equitable and inclusive is not just the right thing to do but that it will help us achieve our mission of health equity at a faster rate. By focusing as much on how we work and who we work with, as well as what we work on and fund, we’re committed to removing barriers and taking decisive actions to ensure our own organisation is equitable, diverse, and inclusive. To do this, we not only look at our internal practices, we also support a diverse pipeline of partners and suppliers and take intentional steps to ensure our actions today contribute towards building the foundations of a healthier society for all.