Healthy London Partnership > Our work > Mental health transformation > Psychological Resilience Toolkit > Creating organisational cultures that foster psychological care

Creating organisational cultures that foster psychological care

All newly recruited staff should receive induction training on psychological safety, Trauma Informed Care, looking after ourselves and each other in the workplace and on how to thrive in our NHS career.

Useful Links

SLaM Psychoeducation and signposting leaflet: ‘Normal reactions to distressing events’ available on Maud and in Critical Incident Staff Support sessions

SLaM Covid-19 Staff Toolkit

Team Leader training including psychoeducation 

Psychoeducation Posters

Offer Schwartz Rounds (or an appropriate equivalent) and promote information about the national staff virtual common rooms that include culturally diverse sessions to increase psychological awareness and facilitate peer support

Useful links

Schwartz Rounds summary

Schwartz Rounds

Virtual staff common rooms summary

Accessing virtual staff common rooms and other national support

Rotherham, Doncaster and South Humber – guidance for 20min care space

Facilitate staff networks including for staff of Black and Asian heritages, LGBTQ, Women’s, and Disability networks to help build strong supportive collegiate connections.

The Networks can provide people with the following:

  • An opportunity for people to be heard
  • Volunteering opportunities
  • Access to better and more appropriate healthcare
  • Access to a network of people of shared vision.

Examples of London networks:

Free faith-based mental health counselling support for Muslims working in the NHS

Inspirited Minds and the Lateef Project have partnered with our NHS Muslim Network and our Health and Wellbeing team to provide a confidential and Islamic-based counselling service for our NHS people, delivered by qualified counselling therapists

Trauma Informed Care webinar

Develop links between psychologists and staff Black and Asian networks to develop appropriately engaging wellbeing approaches for staff.

SLAM Case study -Linking Psychologists and BME networks

Offer Restorative Practices to assist in the safe and healthy resolution of conflict in mental health team business and “Just Culture” workforce ethics.

Restorative Resolution looks to repair harm to all those affected by an offence or wrongdoing whereby parties with a stake in a harmful or inappropriate incident collectively resolve how to deal with the next steps, and its impact for the future. It can be used as an alternative to initiating a formal process under the trust’s Disciplinary, Grievance or Dignity at Work policies. It also can be used as a tool after a formal process has taken place.

A ‘Just Culture’ encourages managers to treat staff involved in a patient safety incident in a consistent, constructive and fair way.

Useful links

Just Culture Guide (NHSI)

West London Restorative Resolution Process

Restorative Resolution Case Study

Fair and Restorative Culture Training

Distribute information about psychological care through local chaplaincy and community organisations that are utilised by staff.

A Chaplain is a member of the care team who recognises and responds to the spiritual and religious concerns or needs. Chaplains are trained to provide centred support which include the principles of dignity and respect, information sharing, participation and collaboration through experience.

Case study: Kingston Hospital chaplaincy service

Useful links

Kingston Chaplain Services

Barts Chaplaincy

London Community Chaplaincy

West London – Power of prayer

Bereavement practices – including guidance for different religions

Create roles of Psychology Staff Wellbeing Leads that focus on staff psychological wellbeing and at-risk groups.

Training for managers and seniors to become wellbeing champions

London Examples

NCL hub – identified wellbeing leads from organisations across the ICS to both support comms dissemination through local channels and provide a mechanism for gaining real-time feedback and insights as to what is required to meet local needs. This has included representatives from acute trusts, local authorities, social care providers, CCGs and primary care.

NEL hub – will include persistent and proactive outreach to BAME staff through trained wellbeing champions who will network with organisations and be able to provide in reach support to BAME staff that identified as being vulnerable and /or at risk of mental and wellbeing ill health.

SEL hub – scaling up wellbeing champion service, which has a diverse representation.

SWL hub – provide proactive outreach to BAME staff members; seek to support staff to engage with mental health care; identifying BAME staff who could be at heighted risk and contacting individuals to offer assessment and brief intervention support.

South West London Mental Health and Wellbeing Hubs flow chart

Initiative at Barts Health, All Staff Support Space – is an area that was created away from the from the work place to aid rest and relaxation, offer refreshments, creative activities, engagement, information and services like psychological support and have a place to come to and relax, receive information regarding services that are available during this difficult time. More information can be found here.

Staff Support Lead at SLaM

Staff Support Lead: Leads on the provision of staff support at SLaM. Support is provided across a range of projects (including Critical Incident Staff Support Service, Schwartz Rounds and Reflective Practice) from within corporate psychology and psychotherapy, and available to staff of all disciplines across the organization. They also lead on the Staff Support Covid-19 response including in-reach work (team Leader training, team support plans etc), support for those working remotely and trust-wide communications projects encouraging staff wellbeing. The Lead works collaboratively with colleagues across the Trust to develop staff support for at-risk groups, for example developing Reflective Practice and Emotional Emancipation Circles for black staff.

Use internal communication to share stories of leaders and peers who benefited from psychological interventions, with emphasis on how this helped them to thrive.

Useful links

Keeping Well NWL Leaflet

Keeping Well NWL Newsletter

Keeping Well NWL Poster

Offer and prioritise mentoring and coaching for people who are from minority ethnic groups. Offer mentoring to leaders and managers from staff who are from minority ethnic groups.

Case Study – Coaching for Inclusion Programme 

Useful links

NHS Employers Coaching and Mentoring

Coaching for Inclusion Programme

Facilitating Teams Support – Coaching and Mentoring 

Coaching and mentoring for leaders