Edgility Consulting’s Post

In the face of economic uncertainty and change, social workers stand as pillars of strength, embodying resilience and compassion. 💜💪 As leaders in our field, let's transform challenges into opportunities to make a lasting impact on people! Just my Tuesday evening thoughts on how we can start do this: 💡 Innovation and New Solutions: helping those navigate financial constraints with creativity. Seek innovative ways to maximise resources and provide crucial support to those in need. Creativity opens many doors 🚪 "we've always done it that way" is a dangerous thing...be the difference! 🏥 Access to Healthcare (free at the point of contact): Support those and review eligibility for healthcare services, #CHC and primary care services, #health personal budgets 💳 🤝 Collaborate Effectively: Forge partnerships with like-minded organisations and the voluntary sector. Collective efforts amplify our impact and create a stronger support network and links in the community. 🌐 Advocate for Change: Use your voice to advocate for policies that prioritise social welfare and challenge discrimination. As care and social leaders, we can be catalysts for positive systemic transformations and change. 🌱 Nurture Talent: Mentoring, coaching and empowering the next generation of social workers. Investing in education and skill development ensures a sustainable legacy of compassionate leadership. 🌈 Celebrate the small wins: Recognise and appreciate the small victories every day. Each positive change, no matter how small makes a difference, they all contribute to the overall well-being of our communities...and people. Let's continue to be beacons of hope and resilience, even in financial challenges, the heart of social work beats stronger together. Together, we can build a future where everyone thrives. 💜🌍 #SocialWorkLeadership #Resilience #CommunityImpact #Care #SocialWork

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

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.

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 [email protected] #DEI #InclusionMatters #SocialChange #DiversityMatters #pnl #businessplanning #bondinginsurance #budgeting #financialsucess #SBAlending #commerciallending

The social perspective refers to the relationship between an organization and its stakeholders. Stakeholders evaluate a company based on its Human Capital Management indicators as well as its effects on the local community and supply chain partners. Having plans in place to address sexual harassment, discrimination, EDI, employee wellness, customer experience, working conditions, and workplace culture are just a few examples. Here are ways you can implement social risk management in your organization: >Incorporate EDI factors into recruitment strategies. >Invest in employee healthcare programs. >Encourage proper nutrition by creating a healthy eating environment at work. >Provide opportunities for physical activity during company time. >Donate and/or provide volunteer opportunities. >Use the psychological health and safety standard to minimize psychological health and safety risks while promoting positive mental well-being. Book an online or in-person interactive session on Social Connection and Productivity in a Hybrid World which is jam-packed with actionable, practical tips on how to foster better social connections that will lead to enhanced health, well-being, and higher performance in all areas of life. Learn more: https://conta.cc/359UxhR

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

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

Employers are evolving their well-being programs to include social determinants of health, with nearly all surveyed firms viewing these programs as essential and maintaining current funding levels. Over half plan to expand efforts to address social needs within the next three to five years. There's also a notable increase in reproductive and family planning benefits, with 76% of employers offering them this year and 86% planning to do so by 2025. The rise in on-site or virtual counseling services and incentive programs highlights the needs of a more remote or hybrid workforce, emphasizing the importance of addressing social factors to maximize the effectiveness of these benefits.

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