At SCW we truly value equality, diversity and inclusion, and we want to ensure that this is an equitable workplace where wellbeing is at the heart of everything we do.
Building a culture of belonging
SCW has embarked on a journey towards ‘Building a Culture of Belonging’ and our EDI and Wellbeing team is focused on ensuring all our colleagues and customers feel safe, respected, valued and able to be their authentic selves.
To achieve this we will engage with key stakeholders to gather insight and data. Using our findings we will implement our strategy, continually measuring, and reviewing our progress, ensuring it is in line with the SCW business objectives.
Our statement of belonging at SCW
Earlier this year we reached out to all our colleagues, asking ‘what does belonging at SCW mean to you?’ Their responses enabled us to develop the following statement:
We want SCW to be a great place to work, where we all feel safe and can be our authentic selves. This means valuing and respecting everyone from all backgrounds and embracing equality, diversity, inclusivity and wellbeing across everything we do.
We are committed to listing, learning, and improving on our approach to ensure these principles remain at our heart, helping us all to thrive.
Building a culture of belonging is not just about tackling discrimination. It's not just about addressing the diverse needs of individuals. It's about getting the harmony right between equality, diversity and inclusion in order to drive wellbeing.
Our equality objectives
Customers - To enable SCW service teams to integrate equality and diversity into their customer solutions with a view to adding value to the operations and experiences of our customers and wider stakeholders.
Performance - To support the growth of SCW via a clear strategy, governance and accountability mechanisms for equality, diversity and inclusion.
Internal development - To ensure that SCW operates fair and equitable employment practices, delivering positive experiences for everyone, irrespective of who they are.
Learning and growth - To create a virtuous circle of learning and knowledge transfer around equality, diversity and inclusion, supporting the continuous development of our capability as individuals and teams.
Key workstreams that are organically taking shape and may feature prominently in our future strategy include:
- Accreditation and reporting
- Inclusive recruitment
- Learning and development
- Employee networks and groups
- Targeted Diverse Initiatives (TDI)
Some examples of how these workstreams are already influencing our culture of belonging include:
- Changing the way we approach diverse and transparent recruitment within our graduate scheme program.
- Empowering and evolving our employee networks
- Evolving accessibility for future staff wellbeing surveys and the use of its outputs
- Assistive technology on our staff intranet and our website to improve overall accessibility.
- Greater focus on diverse recruitment via engagement with targeted diverse initiatives (Change 100, 10,000 Black Interns and Step into Health)
- Introducing mindfulness to our workforce as a wellbeing practice.
- We currently hold the Armed Forces Covenant silver status badge and are aiming for gold.
- We are recognised as a Disability Confident Employer
The importance of networks
We have made a solid commitment to supporting our networks to grow and develop, details of which can be found on the networks and groups page.
Employee networks for me are critically important towards inclusive efforts within any organisation or community. Having been involved in the creation and leadership of a number of employee networks, the reward I have experienced and the support I’ve witnessed being offered by networks has been at times immeasurably positive. I feel anyone who decides to step into this space and lead a network is a fantastic role model and would encourage colleagues to connect in these focused spaces. EDI and Wellbeing Programme Manager James Jackson.
We supported our BME Network in putting together the video at the top of this page featuring our network members and SCW colleagues saying hello and what language their mother tongue is.
Equality and diversity publications
We publish a range of information to describe our commitment to equality, diversity and inclusion and the actions we are taking in pursuit of these aims. Some of these publications help us to comply with our legal duties which arise from statutes such as the Equality Act 2010.
- SCW Gender Pay Gap (GPG) report 2021
- The NHS Workforce Race Equality Standard (WRES) report 2020
- The NHS Workforce Disability Equality Standard (WDES) report 2020