Edgility Consulting’s Post

Carnegie’s new #LifeInTheUK Index offers a single number for our democratic wellbeing - and it’s low (42/100). We know 👉 Democracy and freedom to choose what you do in life are important features of high wellbeing nations; 👉 Autonomy, agency and control are important features of eudaimonic wellbeing and functioning well at a personal level; 👉 Civic action and leadership are important aspects of our collective wellbeing and Optimism If we want to increase our national resilience and thrive, we need to actively rebuild our bridging social capital - the things that connect us between groups. Discover more about the role of existing and new success metrics in our blog: https://lnkd.in/e8MZpuKj #Wellbeing #WellbeingMeasurement #CollectiveWellbeing #LifeInTheUK #Trust #Governance #DemocraticWellbeing #DecisionMaking #SocialProgress

Listening to the live stream of the HumanAbility Ltd National Forum 2023, I was struck by the potential role this organisation could play as a tripartite entity in the Care and Support sectors. I think it can not only take the lead in addressing skills development and pathways into these sectors, but also in tackling retention. Because all stakeholders need work together if we want to improve retention and my hope is that HumanAbility provides the opportunity to shape collective effort in this space. In doing this we have to guard against making past mistakes where investment and funding efforts had a laser focus on increasing supply by getting more people trained and attracted into our sectors. With retention being such a big challenge across the board, from a RoI, practical but also ethical standpoint we can’t go down that road again. A main focus area should also be skilling and supporting organisations to develop and implement evidence-based strategies to structurally and sustainably boost retention. Besides that, we have to look at retention through a systemic lens. Too often creating an enabling work environment and culture is seen as the sole responsibility of employers. However, not only they but also unions, regulators and governments have a role to play in enabling a positive practice environment. The external systems that fund, govern and regulate our sectors have an impact on wages and also the internal culture, system and bureaucracy of an organisation. In a system where funding is tight, compliance is a time-consuming administrative burden and trust in providers is low, organisations will struggle to create an internal environment where staff: - have time and agency to do their work well, - are trusted and rewarded to do their full role and - have the opportunity to reach their full potential. That is why collective thinking and action from all stakeholders is needed to boost attraction and retention in these critical industries. Only when we have started to plug the holes in the leaking bucket should we embark on initiatives that will funnel a stream of new people into our sectors. Our current and future workforces need and deserve a positive practice environment instead of workplaces where the system is working against them doing their best work. #workforcedevelopment #humanservices #disability #agedcare #mentalhealth #earlychildhoodeducationandcare #healthandcommunitycare #sportandrecreation

A fabulous article from Philippa White in HRZone this month, reflecting on how organisations can pivot to consider employees as citizens, rather than cogs-in-the-machine. As Philippa herself asks in the article: "What if companies started to think and approach their business as if it was a living and breathing organism?...What if companies viewed their employees as citizens?" This concept resonates strongly with me, as it reinforces the conversations I have every day, about where the boundaries of "work" and "life" sit. (Being involved in supporting companies to implement fertility and family forming benefits for their employees tends to prompt this question quite frequently!) Philippa's concept of "organisation as community" has a lot of merit, not only for employees, but for the organisation too. What do you think? Is your organisation already a *real* community? #community #fertilityawareness #citizens

Transform your company into a positive agent of social change by embracing DEI practices. Promoting social progress doesn't just benefit your organization; it uplifts your community and enhances your employees' wellbeing. What are you waiting for? Let's take the first step together in making your company truly inclusive. Contact us, and we'll guide you on this empowering journey toward positive change.    720-261-3820 info@thepowerofinclusionmatters.com #DEI #InclusionMatters #SocialChange #DiversityMatters #pnl #businessplanning #bondinginsurance #budgeting #financialsucess #SBAlending #commerciallending

Democracy is about equal access and a fair shot for everyone. But let's face it, not everyone has the same access or influence. Recent attacks on democracy? They're attacks on wellbeing, too. But guess what? Wellbeing can be the key to healing. Imagine if we made decisions based on how they impact people's wellbeing. That's how we reshape systems and get closer to the promise of democracy. So, how do we make a society where everyone can access wellbeing? We start by putting community and wellbeing at the center. We all have a stake and a say in the policies that shape our lives. By strengthening access to democracy, fostering civic engagement and demanding accountability, we move forward together. Even in the democratic process, there can be unintended harm. But by prioritizing equitable access to wellbeing, we can undo past harms and restore communities left out before. It's about intentionally designing policies that promote wellbeing for all. Here are some guiding principles: ➡️ Start with what matters: wellbeing. ➡️ Design and implement with, not for. ➡️ Heal and regenerate. ➡️ Foster connections and social capital. ➡️ Span boundaries. Wellbeing isn't just a concept; it's a catalyst for healing our democracy. It's the conversation opener that brings people together from all backgrounds. Let's make wellbeing the framework for repairing, reengaging and healing our democracy.

Check out the final blog in this series all about the key regional variations we discovered from our #CareTrendsReport2023

📢 Calling all social care professionals! Are you aware of the current workforce crisis in the industry? Check out this insightful blog post to learn more about the challenges and potential solutions. #SocialCare #WorkforceCrisis #IndustryInsights

Most people go to work with the intention of improving the organisation that employs them. However, new research has revealed some staff who work in social enterprises feel unfulfilled even though they’re trying their best to have a positive effect on the organisation and the world around them. Latest research by Dr Wee Chan Au, PhD, SFHEA - Lecturer in Management Practice, Newcastle University Business School explores the realities for staff working in social enterprises who often feel unfulfilled despite their dedication, and how better understanding wellbeing can support staff retention as well as the organisation’s goals. This article was originally published in the September 2023 edition of Reach magazine. #socialenterprise #workplaceexperience #staffwellbeing #staffretention

📊 In our #CareTrendsReport2023, we surveyed care and support provider owners, CEOs and managing directors to understand the specific challenges being tackled in social care today. We shed some light on how providers across the UK compare regarding the challenges and opportunities around business growth in our latest blog. 📰 Check it out here: https://bit.ly/3uZwaUz #socialcare #Advanced

More interesting insights into challenges faced in the social care sector today - give it a read!