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The Sun
a day ago
- The Sun
Lucy Letby cops arrest 3 senior members of leadership team at hospital where killer nurse murdered 7 babies
COPS have arrested three people who were in senior leadership roles at the Countess of Chester Hospital when babies were killed by Lucy Letby. 2 2 Letby, 34, also tried to kill seven others - including one baby twice - at Countess of Chester Hospital. Cops yesterday arrested three people who worked at the hospital in senior roles in 2015-2016. They were arrested on suspicion of gross negligence manslaughter and have been bailed. Detective Superintendent Paul Hughes, Senior Investigating Officer for Operation Duet, said: 'In October 2023 following the lengthy trial and subsequent conviction of Lucy Letby, Cheshire Constabulary launched an investigation into corporate manslaughter at the Countess of Chester Hospital. 'This focuses on senior leadership and their decision making to determine whether any criminality has taken place concerning the response to the increased levels of fatalities. 'In March 2025 the scope of the investigation widened to also include gross negligence manslaughter. 'This is a separate offence to corporate manslaughter and focuses on the grossly negligent action or inaction of individuals. 'It is important to note that this does not impact on the convictions of Lucy Letby for multiple offences of murder and attempted murder. 'As part of our ongoing enquiries, on Monday 30th June three individuals who were part of the senior leadership team at the CoCH in 2015-2016, were arrested on suspicion of gross negligence manslaughter. 'All three have subsequently been bailed pending further enquiries. 'Both the corporate manslaughter and gross negligence manslaughter elements of the investigation are continuing and there are no set timescales for these. 'Our investigation into the deaths and non-fatal collapses of babies at the neo-natal units of both the Countess of Chester Hospital and the Liverpool Women's Hospital between the period of 2012 to 2016 is also ongoing.' is your go-to destination for the best celebrity news, real-life stories, jaw-dropping pictures and must-see video.
Sky News
a day ago
- Sky News
Three members of Lucy Letby hospital's senior leadership team arrested
Three members of the senior leadership team at the hospital where Lucy Letby used to work have been arrested. The three, who were in leadership roles at the Countess of Chester Hospital in 20015 and 2016 but have not been named, were arrested on suspicion of gross negligence manslaughter. Letby, 35, was found guilty of murdering seven children and attempting to murder seven more between June 2015 and June 2016 while working in the neonatal unit of the Chester hospital. All three have subsequently been bailed pending further enquiries, a statement from Cheshire Police said. Detective Superintendent Paul Hughes, Senior Investigating Officer for Operation Duet, said: "In October 2023 following the lengthy trial and subsequent conviction of Lucy Letby, Cheshire Constabulary launched an investigation into corporate manslaughter at the Countess of Chester Hospital. "This focuses on senior leadership and their decision making to determine whether any criminality has taken place concerning the response to the increased levels of fatalities. "In March 2025 the scope of the investigation widened to also include gross negligence manslaughter. "This is a separate offence to corporate manslaughter and focuses on the grossly negligent action or inaction of individuals. "It is important to note that this does not impact on the convictions of Lucy Letby for multiple offences of murder and attempted murder. "As part of our ongoing enquiries, on Monday 30th June three individuals who were part of the senior leadership team at the CoCH in 2015-2016, were arrested on suspicion of gross negligence manslaughter. "All three have subsequently been bailed pending further enquiries. "Both the corporate manslaughter and gross negligence manslaughter elements of the investigation are continuing and there are no set timescales for these. "Our investigation into the deaths and non-fatal collapses of babies at the neo-natal units of both the Countess of Chester Hospital and the Liverpool Women's Hospital between the period of 2012 to 2016 is also ongoing."
Forbes
15-06-2025
- General
- Forbes
The Missing Link In Inclusion Work: People With Power
3d Rendering of Gold Crown, Black Background, Success, Victory. The problem with inclusion work is that it has always lacked a clear invitation for people with power to be allies. People with power, through their positions, dominant group identities, or social influence, can accelerate inclusion efforts through their support. When engaged, inclusion work thrives, when unengaged, inclusion work often rides the wave of the news cycle opportunistically. Most people have access to power, yet do not know how to leverage it for good. According to the White Men's Leadership Study, a study of white men and diversity and inclusion, 70% cited the reason they have not engaged in inclusion efforts is not knowing whether they are 'wanted.' As Lily Zheng shares in their summary in the Harvard Business Review article 'How to Show White Men that Diversity and Inclusion Efforts Need to Include Them,' 'equality or 'fairness' is one of the most powerful shared beliefs in our culture: that everyone should have a fair shot at life and be rewarded for what they have achieved.' In my own inclusion work, I would ask the senior leadership team to participate in the strategy sessions and workshops that I facilitated, but when they didn't show up, I didn't push back. I knew that the people with power in the organization needed to buy in, but I hoped they would eventually come along. When they did, the work was impactful and satisfying. When leaders did not commit, it was painful for their teams and was bound to have no lasting, positive impact. In my interview with Adam Boone, Global DEI Leader at he shared, 'we are not acting like allies if anyone feels excluded, especially people with power.' Senior leaders have the ability to facilitate inclusion work more quickly through their actions. Through the decisions they make, their mentorship and sponsorship relationships, and through resourcing inclusion efforts. I worked with a senior leader that struggled with operationalizing his organization's inclusion work. He attended Employee Resource Group programs, mentored diverse junior talent, but felt like there was more he could be doing. He had great intentions, yet the impact of his allyship was not fully felt. We worked together on his allyship plan — we crafted his personal vision statement, set specific goals to be more active in inclusion work, mapped out the skills and support he would need to be successful and built a 90-day plan to take his intentions to impact. He modeled inclusion for the other senior leaders, and it was contagious. By sharing his story, others led more inclusively. Allyship is about making the workplace fairer and more equal for everyone to contribute and do their best work. To engage people with power as allies, start by unpacking the fears that may be holding them back. Status threat, risk of irrelevance, and making mistakes are common barriers. Then, help them understand their sources of power. Social influence, positional power, and proxy to dominant group identities are some access points to power. Then, help them craft why inclusion is important to them personally. The 'why' must go beyond the business case to a deeper human case. Perhaps it is about their leadership legacy or future generations. For inclusion work to go beyond intentions to impact, people with power have to be engaged. They need to overcome their fears, understand their sources of power, and have a strong 'why' to be successful.
