Our role
Our content
Our colleagues
Our ambition
Our ambition describes the kind of organization we want to be, the initiatives we undertake and the role we have in shaping tomorrow’s healthcare together with our partners.
We trust our knowledge and expertise,
and each other
Taking responsibility for tomorrow’s healthcare is a major ambition, but we’re confident that we have the knowledge and skills needed. Every colleague, team and manager plays a vital role in achieving this ambition.
SPACE FOR NEW IDEAS
Based on their expertise, talents and capabilities, teams set their own course to help Amsterdam UMC advance its ambitions. This is how we create space for new ideas and initiatives. It also gives us the agility we need to deal with unforeseen developments.
IMPACT
By relying on each other’s competences and commitment, we increase our impact and strengthen our resilience. This requires mutual trust and a willingness to be vulnerable – and to take responsibility. By taking responsibility together, we can create a healthy future for all.
TRUST
This is reflected in our renewed leadership vision. The existing three principles (Connect, Take Responsibility and Show Adaptability) will be expanded to include a fourth: Trust.
ROLE MODEL
Managers play a vital role in fostering an environment where people can continue to learn and grow, and teams are able to work together effectively so we can achieve our ambition. Contributions to achieving our objectives are recognized and rewarded.
Our colleagues
We are Amsterdam UMC. Our 16,500 colleagues are the driving force behind our organization. Their drive, professionalism and vitality will be the foundation of the healthcare of the future.
In 2030, we will work and study in an environment where everyone feels welcome and is able to thrive. The work our colleagues do meets their needs and allows them to use and develop their talents. We’re open to the changes brought about by the transformation of healthcare, and determined to integrate them into our work with the support of our organization. Our mutual trust empowers us to shape tomorrow’s healthcare.
Our work culture revolves around social connection and wellbeing
A SAFE WORK ENVIRONMENT
Together, we ensure a socially safe and pleasant working and learning environment. In doing so, we create an optimal basis for collaboration, professional development and growth. We look out for each other, paying attention to our own wellbeing and that of our colleagues and taking care of our physical and mental health. Social connection benefits from open communication, which we actively encourage. We don’t shy away from difficult conversations about behavioral norms, for example by giving constructive feedback. We hold each other accountable.
We’re investing in new working methods to shape tomorrow’s healthcare
WORKING WITH TECHNOLOGY
We’re always looking for new ways to work smarter and distribute tasks differently. This is made easier by technology and innovations. Data, digitalization and AI are going to have a major impact on healthcare processes. In recent years, we’ve successfully applied a large number of AI innovations in our research, patient care and education. To harness the full potential of this emerging technology, we’re investing in strengthening our employees’ digital and data skills. We’re also investing in their agility to help them deal with these changes, so that everyone can embrace the benefits of new technologies. Our goal is to deliver better results without having to expand our workforce or compromise on the time and attention we spend on our patients, colleagues and partners.
EXAMPLE
This is how we’re promoting diversity and inclusion:
Cross-mentoring
“People who feel like they differ from the group norm, for example in their team, may feel excluded. This can be due to differences in age, gender or background and it can have a major impact on your development. Amsterdam UMC wants to be an organization where people who fall outside a certain group norm also feel at home. That’s why we’ve launched the Cross-Mentoring program, which offers additional support to employees who want to build an internal network and work on their personal development.”
Ilja Swets, Diversity & Inclusion consultant, HR department
EXAMPLE
This is how we’re promoting flexibility and customization:
Scheduling
"Scheduling has become a team responsibility at our clinic – schedules are created together, based on agreed frameworks and ground rules. This gives people more control over their working hours, contributing to a better work-life balance. If they can’t agree on something, I’m there to help them find a solution.”
Whitney Fleur, team leader at the outpatient clinic for Vascular Surgery,
Anesthesiology and Pain Medicine
Diversity and inclusion are the norm
EVERYONE IS WELCOME
Everyone is welcome to work, learn and grow with us. We are a reflection of Dutch society and the city of Amsterdam. At our two locations, we develop care with and for people from about 180 different countries.
THE POWER OF DIVERSITY
We see this cultural diversity as a source of strength. It strengthens our teams and allows us to better understand the world around us. At Amsterdam UMC, diversity is about more than just ethnicity or gender – differences in expertise, physical ability and life experience also enrich us, ensuring a diversity of knowledge and views. We appreciate and respect each other, and everyone is included.
MORE FLEXIBILITY AND CUSTOMIZATION
As an inclusive organization, Amsterdam UMC wants to respond to the needs of current and future colleagues and students. One way we do this is by offering flexible work schedules and customizable roles and responsibilities. Managers engage with their teams about this so that everyone has the opportunity to weigh in. Together, they look for the right balance between the interests of the team and those of individual colleagues.
MULTIDISCIPLINARY COLLABORATION
The best results are achieved when we’re able to bring together diverse perspectives, knowledge and expertise. We encourage synergies between various areas of expertise, as these will lead us to new insights, solutions, treatments and methods. This multidisciplinary collaboration ensures that we consider every perspective and make informed decisions.
Our role
Our content
Our colleagues
Our ambition
We trust our knowledge and expertise, and each other
Taking responsibility for tomorrow’s healthcare is a major ambition, but we’re confident that we have the knowledge and skills needed. Every colleague, team and manager plays a vital role in achieving this ambition.
SPACE FOR NEW IDEAS
Based on their expertise, talents and capabilities, teams set their own course to help Amsterdam UMC advance its ambitions. This is how we create space for new ideas and initiatives. It also gives us the agility we need to deal with unforeseen developments.
IMPACT
By relying on each other’s competences and commitment, we increase our impact and strengthen our resilience. This requires mutual trust and a willingness to be vulnerable – and to take responsibility. By taking responsibility together, we can create a healthy future for all.
TRUST
This is reflected in our renewed leadership vision. The existing three principles (Connect, Take Responsibility and Show Adaptability) will be expanded to include a fourth: Trust.
ROLE MODEL
Managers play a vital role in fostering an environment where people can continue to learn and grow, and teams are able to work together effectively so we can achieve our ambition. Contributions to achieving our objectives are recognized and rewarded.
Diversity and inclusion are the norm
EVERYONE IS WELCOME
Everyone is welcome to work, learn and grow with us. We are a reflection of Dutch society and the city of Amsterdam. At our two locations, we develop care with and for people from about 180 different countries.
THE POWER OF DIVERSITY
We see this cultural diversity as a source of strength. It strengthens our teams and allows us to better understand the world around us. At Amsterdam UMC, diversity is about more than just ethnicity or gender – differences in expertise, physical ability and life experience also enrich us, ensuring a diversity of knowledge and views. We appreciate and respect each other, and everyone is included.
MORE FLEXIBILITY AND CUSTOMIZATION
As an inclusive organization, Amsterdam UMC wants to respond to the needs of current and future colleagues and students. One way we do this is by offering flexible work schedules and customizable roles and responsibilities. Managers engage with their teams about this so that everyone has the opportunity to weigh in. Together, they look for the right balance between the interests of the team and those of individual colleagues.
MULTIDISCIPLINARY COLLABORATION
Waar diverse perspectieven, kennis en kunde samenkomen, bereiken we de beste resultaten. We moedigen dwarsverbanden tussen diverse expertises aan; dat brengt ons tot nieuwe inzichten, oplossingen, behandelingen en methodes. Dit alles vatten we onder de noemer ‘Multidisciplinair samenwerken’. Zo wegen we alle perspectieven mee en komen we tot goed onderbouwde keuzes.
Our work culture revolves around social connection and wellbeing
A SAFE WORK ENVIRONMENT
Together, we ensure a socially safe and pleasant working and learning environment. In doing so, we create an optimal basis for collaboration, professional development and growth. We look out for each other, paying attention to our own wellbeing and that of our colleagues and taking care of our physical and mental health. Social connection benefits from open communication, which we actively encourage. We don’t shy away from difficult conversations about behavioral norms, for example by giving constructive feedback. We hold each other accountable.
We’re investing in new working methods to shape tomorrow’s healthcare
WORKING WITH TECHNOLOGY
We’re always looking for new ways to work smarter and distribute tasks differently. This is made easier by technology and innovations. Data, digitalization and AI are going to have a major impact on healthcare processes. In recent years, we’ve successfully applied a large number of AI innovations in our research, patient care and education. To harness the full potential of this emerging technology, we’re investing in strengthening our employees’ digital and data skills. We’re also investing in their agility to help them deal with these changes, so that everyone can embrace the benefits of new technologies. Our goal is to deliver better results without having to expand our workforce or compromise on the time and attention we spend on our patients, colleagues and partners.
We are Amsterdam UMC. Our 16,500 colleagues are the driving force behind our organization. Their drive, professionalism and vitality will be the foundation of the healthcare of the future.
In 2030, we will work and study in an environment where everyone feels welcome and is able to thrive. The work our colleagues do meets their needs and allows them to use and develop their talents. We’re open to the changes brought about by the transformation of healthcare, and determined to integrate them into our work with the support of our organization. Our mutual trust empowers us to shape tomorrow’s healthcare.
This is how we’re promoting flexibility and customization:
Scheduling
"Scheduling has become a team responsibility at our clinic – schedules are created together, based on agreed frameworks and ground rules. This gives people more control over their working hours, contributing to a better work-life balance. If they can’t agree on something, I’m there to help them find a solution.”
Whitney Fleur, team leader at the outpatient clinic for Vascular Surgery,
Anesthesiology and Pain Medicine
EXAMPLE
EXAMPLE
This is how we’re promoting diversity and inclusion:
Cross-mentoring
“People who feel like they differ from the group norm, for example in their team, may feel excluded. This can be due to differences in age, gender or background and it can have a major impact on your development. Amsterdam UMC wants to be an organization where people who fall outside a certain group norm also feel at home. That’s why we’ve launched the Cross-Mentoring program, which offers additional support to employees who want to build an internal network and work on their personal development.”
Ilja Swets, Diversity & Inclusion consultant,
HR department
Our colleagues
© Amsterdam UMC 2025
Our ambition describes the kind of organization we want to be, the initiatives we undertake and the role we have in shaping tomorrow’s healthcare together with our partners.