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Designing Dignity: How Hospitals Should Rethink Changing Rooms and Staff Uniforms

UUnknown

2026-02-21

10 min read

Hospitals must redesign changing rooms and uniforms to protect staff dignity — practical design, fabric and policy solutions for inclusive, sustainable care.

Designing Dignity: How Hospitals Should Rethink Changing Rooms and Staff Uniforms

Hospitals are meant to be places of care — yet design choices about uniforms and changing spaces can make staff feel exposed, excluded, or unsafe. After a recent employment tribunal found that a hospital policy created a "hostile" environment for nurses, healthcare employers and designers must urgently rethink how workplace clothing and facilities protect workplace dignity for everyone. This is not only a legal and ethical imperative in 2026 — it's a design, procurement and sustainability opportunity.

The immediate problem: dignity gaps exposed by real rulings

Late-2025 and early-2026 tribunal decisions — including a high-profile case involving staff at Darlington Memorial Hospital — have thrust the practical consequences of changing-room policy into the public eye. In that ruling the panel concluded that the trust's policy created a “hostile” environment for female nurses who raised concerns about a trans colleague using a single-sex changing room. Employers that rely solely on legacy policies are now seeing how quickly workplace dignity can become a legal and operational crisis.

“The panel found the trust had created a ‘hostile’ environment for a group of nurses…”

These rulings are not abstract. They expose a real operational need: hospitals must design policies, spaces and uniforms that simultaneously satisfy infection-control and safety requirements, respect gender and religious identities, and preserve individual dignity — while meeting sustainability goals and shrinking procurement budgets.

Why this matters now: 2026 context and trends

Three developments make this moment urgent:

Legal scrutiny: tribunals and case law through late 2025 have tightened expectations for dignity-centered workplace policy.
Design & tech advances: affordable 3D fit-scanning, modular uniform systems and circular supply models have matured — making inclusive uniforms practical at scale.
Sustainability standards: procurement teams are pressured to meet net-zero and circularity KPIs, which change how uniforms are selected, laundered and retired.

Put simply: hospitals can no longer defer inclusive design to HR training alone. Physical spaces and garments must be intentional.

Principles for dignity-preserving design

Design decisions should be guided by four non-negotiable principles:

Privacy by design: prioritize single-occupancy or full-height partitions and lockable spaces.
Choice and agency: offer garment and space options so staff control how they present and change.
Function-first inclusivity: make uniforms meet clinical needs first, then adapt for gender neutrality, cultural and religious requirements.
Circular & ethical sourcing: minimize environmental harm through durable fabrics, repair programs and take-back schemes.

Practical changing-room design solutions

Changing-room failures are often architectural. Here are actionable, budget-aware strategies hospitals should implement immediately.

1. Prioritize single-occupancy where possible

Single-occupancy rooms eliminate most dignity conflicts. If space limits prevent full conversion, create a network of lockable single-use cubicles within larger changing hubs. Make at least 30–40% of changing spaces single-occupancy as a minimum target during retrofits.

2. Install floor-to-ceiling partitions and lockable doors

Partial-height dividers offer minimal privacy. Convert to full-height partitions with secure doors. This design reduces visual and acoustic exposure and is a clear signal that dignity is prioritized.

3. Build equitable signage and booking systems

Replace ambiguous gendered signage with role- or function-based signs (e.g., “Ward A Changing - Occupied/Free”) and support a simple, anonymous booking app for peak shifts. Signage should avoid singling out trans staff or creating separate “other” categories that stigmatize.

4. Design for accessibility and religious needs

Ensure some cubicles accommodate wheelchairs, prayer mats, or modesty needs. Include lockable storage at seated height, adjustable benches, and non-slip flooring.

5. Remove cameras and re-think CCTV policies

Avoid any recording devices in changing areas. CCTV in adjacent corridors should be positioned to preserve the changing-room threshold without viewing inside.

6. Environmental and hygiene features

Fit changing rooms with adequate ventilation, HEPA filtration where possible, hands-free sinks, and medical-grade lockers with charging ports. Use antimicrobial-resistant finishes only as a last-resort; prioritize daily cleaning protocols and durable materials that withstand frequent disinfection.

Designing inclusive, dignified uniforms

Uniforms are wearable architecture. The right garment reduces anxiety, protects skin and helps staff perform. Below are supply-side and design-first recommendations that address inclusivity, infection-control, sustainability and cost.

Style & pattern strategies

Modular systems: offer base layers (tees, tunics, trousers) in interchangeable colors and cuts so staff can mix to meet role, modesty or comfort needs.
Gender-neutral cuts: straight silhouettes, adjustable waists and flexible sleeve lengths work for diverse bodies. Avoid binary tailoring that forces staff into ill-fitting options.
Reversible and wrap styles: reversible tunics or wrap-front scrubs give instant coverage and allow staff to choose the side they’re comfortable showing.
Layering pieces: lightweight longline cardigans, lab coats or coveralls that can be worn over scrubs provide added privacy without compromising sterility when removed before patient contact.

Sizing and fit

Invest in expanded size ranges and 3D fit sampling to reduce returns and ensure staff dignity. In 2026, low-cost 3D body scanning can be integrated into pilot programs to generate accurate size distributions and reduce waste.

Identification & role clarity

Use neutral role-based identifiers (badge colors, department patches) rather than gendered cues. Clear role identification reduces reliance on gender assumptions while preserving safety and accountability.

Fabric recommendations: the balance of performance, dignity and sustainability

Fabric choice is technical but central to dignity. Fabrics must be breathable, low-noise, quick-drying, durable under frequent laundering and low in microplastic shedding. Here are practical recommendations for 2026 procurement.

Top fabric picks and why

Tencel (Lyocell): excellent moisture management, soft hand, biodegradability in industrial composting. Works well for tunics and base layers.
Recycled polyester blends: durable, colorfast and low-shrinkage; blends with Tencel or cotton reduce static and improve comfort. Choose low-microfiber shedding options (mechanically entangled weaves) to limit microplastics.
Merino blends: natural odor control and temperature regulation; use in staff outer layers or long-sleeves. Best for limited pieces due to cost and laundering considerations.
Hemp-cotton blends: strong, breathable and increasingly available in refined weaves. Good for heavy-use trousers and utility aprons.
Antimicrobial knit technologies: favor fabrics with inherent antimicrobial fibers (e.g., certain silver-based threads) only when clinically justified — check durability reports and environmental impact of finishes.

What to avoid

Lightweight sheer fabrics or glossy finishes that increase visibility under clinical lighting.
High-microplastic synthetic finishes without evidence of low shedding.
Single-use or non-repairable garments that increase waste.

Care and lifecycle

A durable fabric program pairs with a robust laundering and repair plan. Hospitals should aim for garment lifetimes of 2–3 years for heavy-use items and implement on-site repair stations. Consider uniform-as-a-service procurement — a 2026 trend where vendors manage laundering, repair and recycling — to improve circularity and compliance.

Policy design: balancing rights, safety and dignity

Good policies make difficult trade-offs operationally simple. Below is a practical blueprint that hospitals can adapt and implement quickly.

Minimum policy components

Dignity-first statement: open the policy by reaffirming a commitment to dignity for all staff, explicitly naming gender identity, religion and disability protections.
Space allocation rules: require a minimum percentage of single-occupancy cubicles; mandate full-height partitions in new builds.
Choice protocols: allow staff to request private single-use rooms at any time without justification and ensure no retaliation.
Incident reporting: confidential reporting channels with guaranteed timelines for response and mediation.
Co-design requirement: all uniform procurement and changing-room redesigns must include staff representatives — including trans and non-binary staff — from start to finish.
Training & accountability: mandatory dignity and inclusion training for managers, plus documented decision logs for disputes that involve occupational health or infection-control trade-offs.

Sample policy clause (draft language)

"The trust commits to providing changing and uniform solutions that preserve the dignity, privacy and equality of all staff. Single-occupancy changing rooms will be made available, and staff may request private changing spaces without providing medical or personal justification. Procurement of uniforms will follow a co-design process that centers staff voice and sustainability criteria."

Operational steps: from pilot to scale (a 90-day roadmap)

Here is a concise, actionable roadmap hospitals can execute in three months.

Days 0–30: Audit & quick fixes

Conduct a dignity audit of existing spaces and uniform stock.
Install temporary lockable screens and improve signage.
Open an anonymous staff feedback channel and form a cross-functional steering group.

Days 31–60: Pilot co-design

Run a three-week uniform trial with multiple fabric samples and sizes; collect fit and laundering data.
Retrofit one changing hub into full-height cubicles and monitor usage and satisfaction.

Days 61–90: Measure and scale

Evaluate KPIs: staff satisfaction, incident reports, return rates and laundering costs.
Issue procurement RFPs that require circularity, 3-year durability and staff-fit guarantees.

Costs, savings and sustainable procurement

Budget conversations often stop the best design choices. But dignity-focused redesigns can deliver savings:

Reduced staff turnover: better uniforms and privacy reduce absenteeism and recruitment costs.
Lower replacement frequency: durable fabrics and repairs lower lifecycle costs.
Procurement leverage: aggregated contracts across NHS trusts or hospital networks unlock uniform-as-a-service pricing.

Make procurement criteria scorecards that weight durability, circularity and staff co-design outcomes more heavily than upfront cost.

Real-world examples & models to emulate

In 2025–26 several health systems piloted dignity-centered uniform programs with measurable impact: modular scrub collections, garment take-back schemes and the expansion of single-occupancy changerooms in high-turnover wards. These pilots show that operational and sustainability goals are mutually reinforcing when staff are partners in design.

How designers and vendors should respond

Designers and uniform suppliers must move fast:

Offer modular product lines with verified laundering durability.
Publish lifecycle assessments and microfiber shedding data.
Provide fit sampling and small-batch customizations for early pilots.
Support repair services and take-back recycling programs as part of contracts.

Measuring success: KPIs that matter

Track these indicators to prove ROI and improve policy:

Staff-reported dignity and comfort scores (quarterly surveys)
Number of available single-occupancy spaces per 100 staff
Uniform replacement rates and repair requests
Incident and grievance resolution timelines
Carbon and waste metrics for uniform lifecycle

Final takeaways: dignity is designable

Hospitals don’t need to choose between safety, inclusion and sustainability. Thoughtful changing-room architecture plus modular, durable uniform systems — paired with dignity-centered policies — protect staff and reduce long-term costs. The tribunal rulings of late 2025–early 2026 are a clarion call: leave ad-hoc, binary thinking behind.

Actionable checklist (start today):

Run a dignity audit of spaces and uniforms within 30 days.
Implement temporary lockable screens and anonymous booking where single rooms are scarce.
Begin a 6–8 week co-design uniform trial with staff representatives across identities.
Change procurement RFPs to require durability, circularity and staff-fit guarantees.
Publish a transparent grievance and escalation process tied to the new policy.

Call to action

If you lead a hospital HR, estates or procurement team: start a dignity-first pilot this quarter. Designers and suppliers: propose a modular, sample-first program to hospitals in your network. For a practical template, download our 90-day roadmap and policy language kit — or contact our editorial studio to run a bespoke staff co-design session. Dignity is not optional; it’s designable, measurable and achievable.

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