Wellbeing, values and ways of working

We have an inclusive and supportive culture, work in partnership and reward individual and team contribution.

Staff, managers and leaders are supported to maintain their mental health and wellbeing.

The views and concerns of staff, including those from underrepresented groups inform organisational learning and improved employment experience.

All staff are treated with dignity and respect, and reflect our core values in their daily activities.

Improve the all-staff 'pulse survey' follow-up through 'you said, we did' communication plan at both organisational and directorate levels.

To fully participate in the support services review to support managers to focus on the 'management' aspects of their role.

Focus on neurodiversity as a strategic priority - 16% of our workforce are neurodivergent. Staff data and lived experience highlight this as an area where increased awareness and development interventions can remove barriers and strengthen inclusion.

Continue to raise the profile and value of Staff Networks in the organisation.

Continue to raise the profile and value of Mental Health First Aiders in the organisation.

Ensure that managers and teams are 'change ready' for the significant changes that devolution and local government reform will bring.

Work across the sector to co-develop a toolkit of resources to support collaborative working in run-up to and post local government reorganisation and devolution.

Continuously improve the 'wellbeing hub', resources and practices to ensure they meet current and future needs and promote mental health initiatives.

Ensure we consider inclusion and diversity in the plans for Local Government Reorganisation (LGR) and devolution.

Staff feel listened to and are supported to manage their health and wellbeing.

Services are more diverse and representative of the residents they support, and staff are supported to work efficiently and effectively in support of residents.

Staff survey data indicates that staff feel that they are treated with dignity and respect by work colleagues.

High disclosure rates for self-declaration of an employee’s:

• disability
• sexual orientation
• race or ethnicity
• religion