BUPA is an international healthcare group that provides a range of health and care services to over 32 million customers across more than 190 countries. BUPA offers a variety of services, including health insurance, hospitals, clinics, dental centres, care homes, and wellness programs. The company was founded in the UK in 1947 as the British United Provident Association, and has since expanded its operations to become a global healthcare provider. BUPA is a private company, and its ownership is split between several different entities, including the BUPA Foundation and other charitable trusts.

BUPA's organizational structure is designed to support its global operations and to ensure that it can deliver high-quality healthcare services to its customers. The company operates through a matrix structure, which combines geographic and business unit structures. This means that the organization is divided into different regions, such as Europe, Australia, New Zealand, and Latin America, as well as different business units, such as health insurance, hospitals, clinics, and care homes.

At the top of BUPA's organizational structure is the Board of Directors, which is responsible for overseeing the strategic direction of the company. The Board is composed of several independent directors, as well as representatives from the BUPA Foundation and other charitable trusts. Reporting to the Board are the Executive Leadership Team and the Regional CEOs. The Executive Leadership Team is responsible for the overall management of the company and is composed of executives with different areas of expertise, such as finance, operations, and marketing. The Regional CEOs are responsible for overseeing the operations of BUPA's different regions and ensuring that the company's strategy is implemented effectively in each region. Underneath the Regional CEOs are the business unit leaders, who are responsible for the day-to-day operations of BUPA's different business units, such as health insurance, hospitals, clinics, and care homes. They are responsible for ensuring that each business unit is operating efficiently and effectively and that the company's overall goals and objectives are being met. Overall, BUPA's organizational structure is designed to promote collaboration, innovation, and excellence in healthcare, and to ensure that the company can provide high-quality healthcare services to its customers around the world.

BUPA's commitment to creating a diverse and inclusive workplace culture has led to a range of initiatives that support diversity and inclusion. The company's culture, people, customers, and communities are key pillars that provide a framework for its diversity and inclusion strategy, while its change management program has supported the implementation of these initiatives. The Equality, Diversity, and Inclusion (EDI) strategy ensures that all employees feel valued, respected, and supported by:

1. Creating a culture of inclusion: BUPA has created a culture where every employee feels included, regardless of their background, ethnicity, gender, or sexual orientation. The company has implemented a range of initiatives, such as training programs and employee networks, to promote inclusion.

2. Fostering diversity: BUPA recognizes the importance of diversity in the workplace, and has established policies and practices that encourage diversity in all its forms. The company actively seeks to recruit a diverse workforce, and has implemented programs to support underrepresented groups.

3. Supporting employee well-being: BUPA understands the importance of employee well-being, and has implemented a range of policies and practices to support its employees. These include flexible working arrangements, mental health support, and access to wellness programs.

4. Building partnerships: BUPA recognizes that building partnerships with external organizations is essential to achieving its EDI goals. The company has established partnerships with a range of organizations, including Stonewall and Business Disability Forum, to support its EDI initiatives.

BUSI1029 Organisational Behaviour (22-23) CWA: Case Study Analysis Part 2 2 initiatives. The Equality, Diversity, and Inclusion (EDI) strategy ensures that all employees feel valued, respected, and supported by:

1. Creating a culture of inclusion: BUPA has created a culture where every employee feels included, regardless of their background, ethnicity, gender, or sexual orientation. The company has implemented a range of initiatives, such as training programs and employee networks, to promote inclusion.

2. Fostering diversity: BUPA recognizes the importance of diversity in the workplace, and has established policies and practices that encourage diversity in all its forms. The company actively seeks to recruit a diverse workforce, and has implemented programs to support underrepresented groups.

3. Supporting employee well-being: BUPA understands the importance of employee well-being, and has implemented a range of policies and practices to support its employees. These include flexible working arrangements, mental health support, and access to wellness programs.

4. Building partnerships: BUPA recognizes that building partnerships with external organizations is essential to achieving its EDI goals. The company has established partnerships with a range of organizations, including Stonewall and Business Disability Forum, to support its EDI initiatives.

In 2016, BUPA conducted a global survey of its employees to better understand their experiences and perceptions of diversity and inclusion in the workplace. The survey revealed that while the company had made progress in promoting diversity, there were still areas for improvement. BUPA's efforts to promote diversity and inclusion have resulted in a more inclusive workplace culture that values diversity and promotes equality.

BUPA's culture is based on its values of being passionate, responsible, and caring. The company's diversity and inclusion strategy is aligned with these values and aims to create a more inclusive workplace culture. BUPA has made progress in promoting diversity and inclusion, but recognizes that this is an ongoing journey. The company continues to invest in its diversity and inclusion initiatives and is committed to creating a workplace culture that values and celebrates diversity.

BUPA recognized that creating a more diverse and inclusive workplace culture required a significant change in mindset and behaviour among its employees. The company implemented a change management program to support the implementation of its diversity and inclusion strategy. The program included:

Leadership commitment: BUPA's senior leaders were actively involved in promoting the importance of diversity and inclusion and modelling inclusive behaviours.

2. Communication: BUPA communicated its diversity and inclusion strategy and initiatives to employees through a range of channels, including internal newsletters, social media, and training sessions.

3. Employee engagement: BUPA encouraged employees to get involved in its diversity and inclusion initiatives and provided opportunities for feedback and input.

Realising the importance of change management, BUPA keeps innovating to provide the best healthcare services internationally. Recently, BUPA has announced that they are simplifying their organisational structure to enable organic growth, strengthen governance and accountability, and increase speed and efficiency. The organisation is now structured in three Market Units (MUs) increasing the accountabilities of the Europe and Latin America MU and the UK MU, removing the International Markets MU. The Australia and New Zealand MU is unchanged. Group CEO Evelyn Bourke commented: "These changes make us leaner and more agile, with clearer accountabilities driving faster execution. They strengthen our governance and put BUPA in the best shape to drive strong, sustainable performance over the long term.

Since the pandemic, BUPA Global, in partnership with other industry leaders, has ventured into digital wellbeing solutions in for all their business clients. The program provides digital experience and clinical support to organisations and their employees at no additional cost. Patrick Watt, Commercial Director at BUPA Global said: "All of us have experienced the high mental health toll of the pandemic, but promoting good wellbeing is also about our physical health, our financial health - all are inextricably linked. At the same time, boundaries between work and home life have blurred. Employees are rightly looking for more support, so it's vital we continue to innovate our services and bring solutions that fit our customers' needs.

The company has experienced huge growth in the use of its digital services in the last few years. This includes a 50 per cent uplift in customers registering for its online members portal, and its Global Virtual Care service, which was rolled out to all customers around the globe last year, with a rise in virtual GP appointments.

BUPA has implemented a range of strategies to manage change within the organisation effectively. Many changes have been made within the organisation both in the UK and internationally to provide the best healthcare services possible. The company's change management strategy is based on the following principles:

1. Communication: BUPA believes that effective communication is essential to managing change. The company communicates clearly and regularly with its employees to keep them informed about changes that are taking place.

2. Training and development: BUPA provides its employees with the training and development they need to adapt to change. The company recognizes that learning new skills is essential to managing change effectively.

3. Employee engagement: BUPA believes that engaging employees in the change management process is essential to its success. The company encourages employees to provide feedback and suggestions, and to take ownership of the change process.

4. Flexibility: BUPA recognizes that change can be disruptive, and has implemented policies and practices that provide employees with the flexibility they need to adapt to change.

BUPA is an organisation committed to innovation, diversity, inclusion, culture, and change management, to provide the best services possible to their employees and their clientele.

What change management strategies would you recommend for BUPA to continue integrating technology into their organisational practices?