Following the success of the NHSE-funded People Promise programme, LSCFT introduced a dedicated colleague experience and retention lead. This role oversees the national and quarterly staff surveys and leads targeted initiatives to improve retention and workplace experience.

Key initiatives include:

  • Flexible working: monthly Let’s Talk about Flex workshops continue to promote a culture of flexibility.
  • Stay conversations: these have expanded beyond stay advocates, enabling inclusive, supportive discussions that help colleagues thrive.
  • Learning Prospectus: a Trust-wide, interactive and accessible brochure that captures our colleague learning offer.
  • Welcome with Chris: a quarterly welcome session with the CEO for new starters.
  • Staff bank improvements: targeted actions based on 2023 National Staff Survey (NSS) results, led by the Deputy Chief People Officer and Deputy Chief Nursing Officer.
  • Retire and Return support: helping experienced staff transition while continuing to contribute.
  • Learning from Leavers survey: now updated annually and extended to internal transfers, aligned with NSS hotspot area.

These efforts reflect LSCFT’s commitment to listening to colleagues and evolving its employee proposition, creating a workplace where people choose to stay.

Annual Appraisal

In response to declining NSS scores, LSCFT has redesigned its appraisal process to foster more meaningful, values-based conversations. The updated approach moves away from a tick-box format and focuses on inclusion, reflection, and forward planning.

Key improvements include:

  • Simplified workbook: more user-friendly and integrates inclusion objectives.
  • Refined behaviours: core values remain, but behaviours are now more culturally relevant and actionable.
  • New appraisal handbook: a visual guide to support impactful conversations and link objectives to the Quadruple Aim.
  • Refreshed training: weekly workshops from April to June cascade window, with recorded version available.
  • Digital integration: appraisal records can now be logged via the Trust’s supervision app.

These enhancements aim to improve consistency, strengthen inclusion, and ensure all colleagues feel valued and supported in their development.

B.A.M.E coaching programme

An evaluation conducted in 2023 of a programme designed to support the development and progression of disabled colleagues at LSCFT highlighted the critical role of psychological safety. It found that while underrepresented groups were keen to explore available opportunities, existing barriers such as visible representation often discouraged them from doing so.

Recognising the lack of racial and gender diversity within the Trust’s internal coaching pool, LSCFT commissioned a targeted initiative to enable B.A.M.E. colleagues to qualify as Level 5 coaches. This programme was specifically designed to address structural barriers that might prevent participation, ensuring equitable access for all.

As of August 2025, 24 colleagues have successfully qualified as coaches through this programme. This cohort brings increased diversity in terms of race, gender, and professional background, significantly enhancing the likelihood that underrepresented groups will engage with coaching services.

Maurice Adesina, cohort member:

“A truly remarkable coaching programme that exceeded my expectations. It was fun, engaging, interactive, challenging, provoking and mentally stimulating. The programme was delivered and presented masterfully by Mosaic Partners, and I couldn't have wished for a better group of BAME colleagues to work and collaborate with.”

Members of BAME coaching network stand together for a photo.

The Progress Badge

Introduced at LSCFT in 2018, the original NHS Rainbow Badge initiative combined two powerful symbols, the NHS logo and the Pride flag, to visibly demonstrate support for the LGBTQ+ community. These badges help identify allies among staff, fostering a sense of inclusion and belonging for both patients and colleagues.

In 2022, the LSCFT LGBTQ+ Staff Network made the decision to transition from the original Rainbow Badge to the Progress Badge. This updated design includes black, brown, pink, pale blue, and white stripes, representing marginalised Black, Asian and minority ethnic groups within the LGBTQ+ community, as well as trans individuals and those living with HIV/AIDS.

To receive a badge, colleagues are provided with an information pack outlining the background of the initiative, relevant resources, and the responsibilities that come with wearing the badge. They are then invited to make a personal pledge explaining why they wish to wear the badge and are signposted to both online and virtual LGBTQ+ training opportunities.

Wearing a Progress Badge is a visible commitment to being an ally to the LGBTQ+ community. Being an ally means more than simply rejecting homophobia or transphobia, it involves actively learning about LGBTQ+ issues, educating others, and challenging inappropriate behaviour or language.

Inclusion Council

The Trust is very proud that the Inclusion Council, chaired by the Chief Executive continues to lead on some key successes on our journey to becoming a truly inclusive organisation. The council, which meets bi-monthly, has focused on priority work programmes which are reflected in the Trust strategies and plans, and which supports colleagues, service users, patients, carers and communities.

The council brings together two representatives from every staff network to ensure that ‘living experience’ informs key discussions to improve equality outcomes and to embed an inclusive culture. Staff network representatives meet with executive and non-executive directors, a member of the Council of Governors, a representative from the staff-side trade unions, locality network leadership, as well as the Diversity and Inclusion Team. The council ensures that leaders provide visible leadership and accountability for improvements in respect of diversity and inclusion metrics.