The HUG want to respond to the social challenges of today and tomorrow. The effective promotion of equality, the integration of diversity as an asset and the inclusion of all are at the heart of the hospitals’ concerns.
The issues
The ambition
The HUG are committed to guaranteeing equality to everyone, by respecting the diversity and differences of each person, whether a patient or an employee. The HUG encourage professional integration and promote an inclusive and a compassionate working environment, where the contributions of each individual are recognized and valued.
The 2030 targets
- Promote the HUG relational values of equality and inclusion
- Strengthen gender equality
- Promote the inclusion of the LGBTIQ+ population
- Improve the reception and care of people with disabilities
- Improve accessibility of HUG buildings to people with disabilities
- Promote, improve and maintain the physical and mental health of staff
- Define a career management policy that encourages and promotes professional mobility
- Continue the policy of hiring and supervising apprentices
- Continue the policy of engaging with people in difficult situations
Some of the HUG’s 2025 commitments
- All new managers will have completed the leadership training
- Reach a 45% ratio of women among assistant doctors, heads of service and departments
- Obtain the Swiss LGBT Label
- Train all reception staff to welcome people with disabilities
- Provide information and advice on the risks associated with their workstation to 100% of newly hired staff
- To have an assessment of universal accessibility for half of the HUG sites
- Expand the succession management program to include caregiving, medical and operational functions
- Achieve a 4% rate of apprentices
- Achieve a 5% share of people hired through the cantonal employment office
Progress on the 2025 Action Plan
Find out how we’ve progressed with the actions that contribute to achieving the Diversity, Equality and Inclusion axis goals.
17 actions underway | 5 actions completed I 1 action to initiate
A few achievements
Promote the HUG relational value of equality and inclusion and prevent discrimination
- Combating harassment, discrimination, and violence: reaffirmed commitment to integrity
- Strengthening the mechanisms and resources available to staff to active prevention of harassment and discrimination
- Managerial qualities and behaviours, which notably aim to promote relational value, equality, and inclusion, are being reinforced with the new framework of reference to strengthen the managerial culture of the HUG
- The HUG Allies for Diversity group has several members who are improving the care of LGBTIQA+ individuals
- The HUG Youth Community, which includes those under 26 in the hospital's strategic projects and orientations, continues to grow
Define a career management policy that encourages and promotes professional mobility
- Professional mobility is one of the priority issues for the HUG's Leadership, Recruitment, and Career Management Service. In this regard, support and skills development programs are offered to hospital staff
- Over thirty individuals have been appointed as care team leaders through the internal succession program in healthcare since 2022
Strengthen gender equality
- Achievement of the Equal Salary certification in 2021
- 49.7% of female managers (class 23 and above) in 2024
- 22.1% of men working part-time (+18% compared to 2021)
Improve the reception and care of people with disabilities
- Over 115 referents form the community of the Disability program since 2021
- Implementation in 2023 of quarterly inter-institutional Handi'Cafés (meetings of HUG staff and the extra-HUG network) aimed at promoting projects to improve the care of patients with disabilities
- Creation of a clinical specialist nurse position for disability in 2024