• Supporting colleagues to utilise ‘smart working’, allowing them to get the right balance from their work and family lives. The increased use of technology has enabled more colleagues to find ways of working that meet business and personal needs. The average number of sick days taken per employee in 2022-23 (C46) was 6.7 days. This is a significant reduction on the previous year as the impact of COVID-19 on everyday life has reduced. Anchor’s People Plan Anchor published a new People Plan in 2022. It strives to address the workforce challenges the sector faces today, setting out our next steps to being an employer of choice through improving colleague advocacy, capability and growth, and engagement and retention following the pandemic. It looks to change the perceptions of a career in social care and housing through clarifying professional career pathways across the whole of the organisation and influencing change in the sector. It also seeks to create a culture that is values-driven and harnesses a fully engaged and enabled workforce. The strategic elements of the People Plan are: • Being Heard – Promoting Anchor and influencing for the good of the sector. We have a workforce strategy for Anchor that builds positive perceptions and positions a career in social care and housing as both desirable and progressive • Being Anchor - Creating a culture for success. Building on our culture of compassion, enabling us to be more values-driven, innovative, change-ready and forward-thinking through true collaboration • Being Well - Engaging our colleagues and prioritising their wellbeing. Our colleagues feel valued, listened to, treated fairly and wellbeing is a priority where colleagues can be their true selves always
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