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Inclusion and Diversity

We strive to be a great place to work and a great place to be cared for. We continue to work towards becoming a truly inclusive employer and health care service provider; creating an environment and culture that celebrates inclusion and diversity, dignity and respect, which values, nurtures, and harnesses difference for the benefit of our patients and their families and carers, our colleagues, and the communities we serve across Morecambe Bay.

Our ambition as an employer and a health care service provider is to be inclusive by default which means that everything we do, such as when we design services or review and develop policies, we do this with a co-design mindset, to ensure that it works for everybody on an equitable basis.

Our latest five-year inclusion and diversity strategy 'Positive Difference' has been developed with our colleague inclusion networks and was approved by the Trust Board in November 2021.

All colleagues are encouraged to actively participate in making a positive difference for each other, our patients, and citizens across Morecambe Bay. Our executive Directors also sponsor our colleague inclusion networks. Our leadership team for inclusion and diversity take responsibility for steering our action plans across both workforce and service inclusion.

Chief People Officer - Ali Balson
Deputy Chief Nurse - Lynne Wyre & Dan West
Head of Inclusion and Engagement - Hannah Chandisingh

Annual Reporting

Understanding the experiences of our employees is important so that we can see where we need to make improvements, and make sure we provide a supportive and inclusive working environment for everyone.

The Workforce Race Equality Standard (WRES) ensures effective collection and analysis of workforce data to address the under-representation of BME staff in the NHS.

The Trust’s latest WRES report

The Workforce Disability Equality Standard (WDES) ensures effective collection, analysis and use of workforce data to address the under-representation of staff with a disability in the NHS.

The Trust's latest Disability Workforce metrics

We have created a local workforce sexual orientation standard to help us understand the differences in experiences of our colleagues based on their sexual orientation.

It is the law that organisations with more than 250 employees report on their gender pay gap.

See our latest Gender Pay Gap Report


The Equality Impact Assessment process encourages all of our colleagues to recognise that people are different, and to look at what we do from different perspectives. The guidance sets out a process to help understand the impact that our decisions might have on different people and to improve them where we can. See our equality impact assessment guidance here.

See our COVID-19 equality impact assessment guidance here.

Staff Networks

Our staff networks are run by staff, for staff. Each of our networks brings together people from different professions and departments who have a common interest in developing and improving equality in our Trust.

Our BAME staff network aims to create a supportive working environment for BAME colleagues, and encourage all staff to understand the needs of the BAME community.


General Enquiries

Lakshmi Patil, BAME Network Chair

Hannah Chandisingh, Communications Lead

Our disability staff network is open to all UHMBT employees, volunteers and students with a disability, and colleagues who want to help support people with a disability. The network aims to make sure that our Trust is a safe and inclusive environment for people with different disabilities, and to encourage all staff to understand the needs of different individuals.

Improvements that have been made because of the disability staff network include hand rails being fitted at the main entrance of Westmorland General Hospital and at the Royal Lancaster Infirmary Education Centre.


The LGBT staff network aims to maintain a supportive environment for lesbian, gay, bisexual and transgender colleagues, and make sure that all staff understand the needs of LGBT individuals.

The group also make sure that policies and decisions made across the Trust consider the LGBT community, and provide confidential support and advice to all staff, not just those who may identify as LGBT.


Having signed the Armed Forces Covenant, achieving the Employers Recognition Scheme Silver award and being a Step into Health advocate, the network provides support to the Armed Forces community. Working with colleagues and service users to ensure we understand the needs of everyone to help provide the right support and advice as well as participating in national and local events such as Armed Forces day and Remembrance Day parades.

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Network for Inclusive Healthcare

We are committed to improving access to our services by making them more accessible, safer and reliable for everyone.

The Access to Equality group was created to address unfair discrimination experienced by members of protected characteristic groups.

Things like disabled parking spaces, wheelchair access, hearing loops and accessible toilets all help to make access to our services equal for everyone.

Furness General Hospital access
Westmorland General Hospital access
Royal Lancaster Infirmary access


Barry Rigg, Head of Patient Experience

Inclusion and Diversity Network newsletters