Our Commitment

We are committed to maintaining a working environment where all staff feel:

• Valued and respected.
• Safe and supported.
• Trusted and empowered.
• Able to maintain a healthy work-life balance.
• Proud to work in our school.

Wellbeing is embedded in our culture, leadership, and daily practice. We recognise that staff wellbeing is fundamental to delivering high-quality education. The wellbeing of our staff directly impacts student outcomes and success.

Our wellbeing strategy is built on five core principles:

1. Psychological Safety and Respect

We promote a culture of openness, kindness, and professional respect. Staff should feel safe to share ideas, concerns, and feedback without fear of judgement.

2. Workload and Work–Life Balance

We actively review systems and processes to reduce unnecessary workload.

3. Professional Growth and Autonomy

We support staff development and trust professionals to make informed decisions about their practice.

4. Recognition and Appreciation

We celebrate achievements and recognise the daily contributions of all staff.

5. Practical and Emotional Support

We provide structured and accessible support for mental, emotional, and physical wellbeing.

Our Key Priorities

1. Leadership and Culture

We will:

• Ensure senior and middle leaders model healthy working practices.
• Promote transparent communication and clarity of expectations.
• Conduct regular staff voice surveys and respond to feedback.
• Report on employee wellbeing regularly to governors.

2. Managing Workload

We will:

• Minimise unnecessary meetings.
• Work with GREAT leaders to ensure that deadlines are manageable and planned in advance.
• Avoid avoidable last-minute deadlines across the school.
• Plan school calendars with workload impact in mind.
• Support employees to reduce workload.

3. Professional Development

We will:

• Provide high-quality CPD aligned to staff needs.
• Offer coaching and mentoring opportunities.
• Support leadership pathways and succession planning.
• Ensure appraisal processes are developmental, not burdensome.

4. Mental and Emotional Wellbeing

We will:

• Provide access to confidential support services (e.g. Employee Assistance Programme and Occupational Health).
• Support line managers to make their teams feel safe and supported.
• Provide access to wellbeing resources and signposting.
• Offer in-house HR support for colleagues.

5. Physical Wellbeing

We will:

• Encourage healthy routines and reasonable working hours.
• Promote movement and activity initiatives.
• Provide appropriate staff facilities and rest spaces, including access to the gym and showers before and after school.

6. Recognition and Community

We will:

• Celebrate staff achievements regularly.
• Mark milestones and significant contributions.
• Provide opportunities for staff to socialise and come together to learn more about each other and have fun.
• Promote a culture of gratitude.

Impact will be evaluated through:

• Staff retention data.
• Absence trends.
• Engagement surveys.
• Informal and formal staff feedback.

Everyone’s Responsibility

Wellbeing is a shared responsibility.

• Leaders are responsible for creating supportive systems and modelling balance.
• Line managers are responsible for proactive support and regular check-ins.
• All staff are encouraged to look after themselves and each other.