Creating a Culture of Care
About the organisation
Recognising that this starts with the wellbeing of its own people, CLP is committed to creating a supportive environment for staff across all of its projects. To demonstrate its commitment publicly, CLP became a Mindful Employer Charter signatory in 2015 and joined the Leeds Mindful Employer Network. The organisation values the Network as a source of practical ideas, shared learning and accountability, helping it reflect on what is working well and where it can continue to improve.
The Challenge
CLP recognised that achieving its vision depended on creating a workplace where people felt supported, heard and respected. The organisation wanted staff to feel comfortable sharing when they were not feeling 100%, knowing they would be met with compassion and support The organisation recognised that creating a supportive culture meant listening to staff and involving them in shaping how mental health and wellbeing was supported across the charity.
Approach in practice
CLP began its mental health journey by establishing a wellbeing sub-group involving leadership, trustees and staff to explore how health and wellbeing could be improved across the organisation. Staff feedback continues to play a central role in shaping the organisation's approach, helping identify what is working well and where improvements can be made.
The organisation has embedded a range of everyday practices to help colleagues feel connected and supported. Regular one-to-one check-ins provide opportunities to discuss wellbeing, while weekly staff meetings create space to celebrate successes and support one another through more challenging times. Colleagues can also recognise each other's contributions through an appreciation box, and wellbeing walks are regularly promoted and timetabled. Alongside this, CLP encourages a healthy work-life balance and describes itself as a 'work family', where people are encouraged to share challenges with both managers and colleagues.
CLP encourages staff to share any issues or challenges they may be experiencing with both managers and colleagues and aims to create an environment where everyone feels valued and supported to work collaboratively towards shared goals.
Impact and learning
CLP believes that creating a supportive workplace means helping everyone feel valued and able to contribute towards shared goals. By listening to staff, encouraging open conversations and embedding simple, everyday practices that promote connection and appreciation, the organisation has created an environment where colleagues are encouraged to support one another and work collaboratively.
Key takeaway for other employers
Creating a supportive workplace does not always require large-scale initiatives. Regular check-ins, opportunities to celebrate one another, listening to staff and encouraging everyday acts of support can help build a culture where people feel valued, connected and comfortable asking for help when they need it.