Ongoing
Objective
Actions and outputs
Timeframe
Person(s) responsible
Success measure
5.1
Increase knowledge and awareness of mental health and support available with staff and understand barriers to accessibility. Rationale: Feedback from the culture survey highlighted that whilst staff knew where to go to access wellbeing support, individuals did not feel as confident asking for support (47.5% of female, 43.3% of male, 37.5% of prefer not to say either agreed or strongly agreed)
Include information on wellbeing services in staff induction materials. Run a series of bespoke WBS Mental Health Awareness training session. Provide training to managers on mental health and how to encourage people to engage, e.g. male mental health. Build on the success of the CORE programmes, devise a leadership training package for SHs and HoGs to develop them as WBS leaders. Develop and roll out HR module and training sessions to improve line management knowledge. Ensure new line managers have the resources and support they need to build confidence in their role.
April 2024
HR, Theme Leads
Induction materials that reference wellbeing support.
July 2025
HR, Theme Leads
Deliver at least five sessions, with a minimum of 20 attendees.
July 2025
HR
60% respondents agree or strongly agree to the question ‘I feel comfortable asking for mental health/ wellbeing support at work’.
5.2
Invest in the development of line managers as leaders of the School.
Develop during 2024 and roll out in 2025.
Exec Team, HR
All SH and HoG’s to have completed relevant leadership training.
Rationale: Qualitative feedback from the Culture Survey highlighted variability in line management practices across the School. A common request from the PDR process is for greater training for line managers.
December 2025
SHs, HoGs, HR
100 managers to have attended at least one session by December 2025.
September 2025.
SHs, HoGs, HR
Bespoke space on my.wbs for managers with useful resources.
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