Great place to work

Supporting staff to develop and progress: We expanded opportunities for staff development, including apprenticeships and leadership programmes. During the year, we supported 189 apprentices with over 70% coming from Black, Asian and Minority Ethnic backgrounds, with many progressing into new roles and developing their careers within the Trust. This is helping to build a more skilled, diverse and sustainable workforce, while improving staff experience and retention.

Strengthening our “Call it Out” culture: Following feedback from the 2024 NHS Staff Survey, we launched “Call it Out” to improve staff confidence in raising and responding to concerns. During the year, we introduced new guidance and resources for staff and managers, including clearer reporting routes, online support resources and Active Bystander training to help staff safely challenge inappropriate behaviour. Additional support and guidance was also introduced to help managers respond more effectively and compassionately when concerns are raised.

Celebrating improvement through the 2026 Quality Awards: In February 2026, we held our annual Quality Awards, recognising the outstanding work of staff, teams, volunteers and people with lived experience. The event provided an opportunity to showcase collaborative working between clinical teams, corporate services, patients, carers and community partners. Many of the shortlisted projects reflected the Trust’s wider priorities around anti-racism, psychological safety, co-production and improving outcomes for local communities.

Supporting staff affected by racial abuse and trauma: Towards the end of the year, our Trust Charity was awarded more than £220,000 in national funding to develop a new programme of culturally sensitive, trauma-informed psychological support for Black, Asian and Minority Ethnic staff. The programme will provide early access to psychological support for staff who experience racial abuse, harassment or violence, alongside reflective practice sessions and peer support across teams. The programme will run from April 2026 to September 2027 and will help strengthen long-term support for staff across the organisation.

Diversity in Decision Making and Executive Advisory Group: Our Diversity in Decision Makers and Executive Advisory Group (EAG) continued to play an important role in our Board Committees and shaping organisational priorities, culture and decision-making. EAG brings together staff and people with lived experience to support the Chief Executive and Executive Team through constructive challenge, insight and open discussion. The group contributed to several major areas of organisational development, including shaping the future Trust Strategy; supporting the development of our shared cultural ambition; leading our “Changing Well” approach; strengthening work on health inequalities and anti-racism through a focus on transparency and community partnership; and leading Active Bystander and “Call It Out” programmes to improve psychological safety and challenge discrimination.