MHWS- Actions Planning Group- Culture of learning of development by Bultoc, Daniela

Audit of Services and Interventions

2024-03-25 11:18:17 UTC

Carry out an audit of all L&D opportunities available across Imperial across this area.

PGRs

2024-03-25 11:18:18 UTC

Poor supervision is a leading cause of MHWB challenges for PGRs

Supervisors

2024-03-25 11:19:01 UTC

Supervisors need support to help address difficult PGRs, but also to know where to signpost PGRs for support

Culture of learning

dbultoc1 — 2024-03-25 11:20:32 UTC

We need individuals to want to change and seek learning

Research Staff

iperpetuo — 2024-03-25 11:21:01 UTC

Researchers wear many different hats (just like academics) and this is difficult to juggle with fixed term contracts AND undertaking opportunities to develop themselves and their careers. It is critical they feel supported in all aspects including wellbeing

It's all OK until it's not...

2024-03-25 11:21:12 UTC

Mental, social, and physical health underpins everything we do, so needs to be intrinsic in all learning and development.

Behaviour change

dbultoc1 — 2024-03-25 11:22:13 UTC

Incentivise and motivate individuals to want to embed the learning

Supervisors - workload

2024-03-25 11:22:35 UTC

need to enable supervisors to participate in training by addressing workload concerns

Shared Understanding / Clarity

2024-03-25 11:22:57 UTC

To make it tangible - moving beyond lofty words and phrases.

Strategies

pgcertult — 2024-03-25 11:22:59 UTC

People looks to their managers and supervisors for practical guidance / strategies on how to work in a healthy way. They set the tone and expectations for how to work.

Marketing

dbultoc1 — 2024-03-25 11:23:30 UTC

Resources to advertise, promote and communicate across Imperial

Educate the community on the benefit of proactive wellbeing Management

2024-03-25 11:23:36 UTC

We need to create a culture that speaks to our community around the benefits of holistic wellbeing that resonates with them. Is it about creating better teams, reducing absenteeism, increased productivity etc. etc.

Awareness training

pgcertult — 2024-03-25 11:23:42 UTC

What does 'healthy' and 'unhealthy' work look like?

Gap analysis

2024-03-25 11:23:51 UTC

What are we already doing? Are any aspects or groups being missed? What do we want to continue/do more of, start doing, or stope?

PGRs

2024-03-25 11:23:58 UTC

Still need to address the issue of supporting students who report poor supervision. Grad School is working on this and we are gathering data to present to POD

Wellbeing Champions

dbultoc1 — 2024-03-25 11:25:02 UTC

Role models and enablers of our wellbeing culture

Supervision support for PGRS

2024-03-25 11:25:50 UTC

There is a central existing website which pulls together all the support available to PGRs experiencing supervisory issues. However, we should ensure this covers all support available from all support services - a one stop shop

Rewards and Recognition Processes

2024-03-25 11:26:00 UTC

To reward and recognise the often invisible activities that support a culture of learning and development and wellbeing. Link to external drivers eg, Narrative CVs

Sponsorship from senior leaders

dbultoc1 — 2024-03-25 11:26:20 UTC

Ensure championing from senior leadership

Research Staff

iperpetuo — 2024-03-25 11:26:24 UTC

Knowing we care, Visibility and Permission

1) Knowing we care & visibility - the College is very good as big picture and big initiatives but implementation at the departmental level is patchy - Departments need to be as accountable for their research staff as the central college is - this is true for all activities researchers and academics undertake

2) Permission - with focus on research, research staff is often left with no time (real or perceived) to engage in activities that will improve their wellbeing or contribute to learning and development

(Regardless of their 10 development days, which are also now embedded in Teaching Fellows contracts)

Resources

2024-03-25 11:27:10 UTC

Whenever we think of training we need to consider the knock on additional costs when thinking of operational staff. People need to be back filled

Development days for PTO staff

dbultoc1 — 2024-03-25 11:27:27 UTC

Recognise and specify number of development days in the PTO contracts

RSVP

2024-03-25 11:27:28 UTC

We are participating in the national RSVP project where we will be piloting new, tailored support for supervisors such as a dedicated mentoring programme and training opportunities - would be good to link up with POD on this so we can learn from the pilot and "roll-out" actions where these have impact

Review/champion ten development days for all (including PTO)

2024-03-25 11:31:45 UTC

Short/Medium/Long term

dbultoc1 — 2024-03-25 11:32:53 UTC

Identify quick wins

Building Community

2024-03-25 11:33:56 UTC

Recognising value of peer learning and support - trying to alleviate feelings of isolation

Weekly Wellbeing Hour

2024-03-25 11:34:57 UTC

All staff are given an 1 hour a week that they can use toward supporting their wellbeing. This can to be done whatever they want - could be L&D, could be going for walk, could be supporting a colleague

Academic managers and supervisors

iperpetuo — 2024-03-25 11:35:48 UTC

Allow them the time and space to develop their capabilities - wether as training / coaching opportunities / or mentoring and networking

Visibility of senior academics that undertake development needs to be bigger

Challenge deficit approach

2024-03-25 11:36:15 UTC

Build awareness that there are systemic challenges in HE that impact MHWB

Normalise building health and wellbeing into all activities

2024-03-25 11:37:14 UTC

Identify providers and clarify offer

dbultoc1 — 2024-03-25 11:37:51 UTC

POD/PFDC/EDIC/ DocSchool/ HR etc.

Processes

2024-03-25 11:40:28 UTC

Looking at workload management models

Timings and types the opportunities

dbultoc1 — 2024-03-25 11:43:29 UTC

Consider the different times that people can attend and also the format (online vs in-person);

Job roles

Time management / workload

Add 'For/with whom'

2024-03-25 11:44:56 UTC

External Stakeholders / Partners

2024-03-25 11:45:54 UTC

Recognition for promotion

iperpetuo — 2024-03-25 11:45:55 UTC

Suportting staff and improving, maintaining a culture of learning and development needs to be one of the clear criteria for promotion.

It is already at the forefront of Academic Grants - how they are accounting for the development and support of their teams.

How will this work for the other Job Families.

Language

iperpetuo — 2024-03-25 11:51:35 UTC

Academics and Researchers are ofter weary of words like wellbeing, mindfulness and so on - I like how you mentioned Happiness :)

Training for all

2024-03-26 09:45:01 UTC

Mental Health Awareness eLearning to be part of Imperial Essentials. It will be the only IE which is focused on the individual rather than the organisation. Alternatively, as a commitment from the senior management team to the strategy all staff are given an hour to complete the e-learning module.

Commitment from the top

2024-03-26 09:50:20 UTC

In Conversation with the President session dedicated to Mental Health and Wellbeing. Staff have the opportunity to post questions. They may have some ideas that the working groups haven't thought of.

Senior Managers

2024-03-26 10:15:12 UTC

In put by President and his team.

Bringing people together - time out sessions

2024-03-26 10:22:31 UTC

More events where staff can get together in person in a relaxed setting - e.g Lunch and Learn sessions. Weekly meditation sessions pre COVID were very popular at South Ken.

SMT

2024-03-26 10:23:32 UTC

President and his management team