Today’s 08:27 was led by Roland Sinker, chief executive


  • Huge thank you and well done to all colleagues across the hospital and out partners outside the hospital for all the hard work over the last two to three weeks
  • Major mobilisation launched a couple of weeks ago has made a solid start
  • My request remains to focus on the following three areas please:
  1. Remain flexible in terms of caring for patients and supporting each other and services across the community
  2. A strong focus on the appropriate discharge of patients before 10:00
  3. Keeping us all safe and well – flu and Covid 19 booster vaccinations
  • This will really help us look after ourselves and our patients over the next nine months.
  • Also to make you aware that AstraZeneca will be unveiling their new research headquarters today, which is a major step forward for the biomedical campus.


Equality, Diversity and Inclusion – David Wherrett

  • We are aware that our BAME colleagues have a differential experience in the NHS, for example with regards promotion, recruitment, violence and harassment
  • CUH has committed to become an anti-racist organisation
  • We have been having conversations for many years and we have the plans
  • Two observations from conversations in recent months:
  • We have signed up to the East of England anti-racist strategy to make anti-racism a reality. This is a collaboration and we are making a clear statement
  • This is all of our business. Many of us consider ourselves anti-racist. Those of us who are bystanders need to step up, those of us with social privilege need to use it.
  • Our white colleagues need to demonstrate allyship to people who suffer this inequality.


Anti-racism – Tracy Cripps, Emil Brown and Erica Chisanga

  • Research by Roger Kline provides a series of practical steps that NHS organisations can buy into and deliver to exhibit the change we’d like to see here at CUH. There are four pillars:
  • Understanding bias and developing allyship
  • Removing bias from systems and processes
  • Accountability – behaviour changes on scrutiny
  • Leadership – leaders who understand and reject discrimination can make a fundamental difference
  • We’re on the right path and introducing elements which are making changes
  • We need to make it real and understand the lived experiences of our BAME staff
  • We should educate ourselves on the way racial injustices happen in an organisation
  • A lot of BAME staff are marginalised; the BAME network’s role in creating psychological safe spaces is paramount, how do we reach marginalised staff
  • Homework to anyone listening – please go away and read up about anti-blackness and white supremacy, so we can think about solutions to these factors
  • What we can all do? We can ask those who are experiencing race inequality – how can I help you?
  • What can I do to help the efforts the network is developing? – Be available to interrupt language or behaviours when necessary
  • We will circulate the allyship model for all staff to read how they can be a part of this.