Case studies

Wakefield Council has a range of coordinated and evidence-based projects and programmes which aim to improve the wellbeing of residents, help them into the job market and raise aspirations. They are carefully structured and monitored to produce the best results. 

Bradford District Council has been leading a programme to improve community cohesion and engagement and reduce inequalities. More than 70 individual projects have been launched and 25,000 people engaged in the process.

Nottingham City Council published a BAME Inequalities Framework in the summer of 2020 which set out a place-based approach to trying to make progress. A taskforce, including representatives from the council and other public sector partners and community groups, was set up to help drive forward the work, including around COVID-19 vaccinations. This case study forms part of the health inequalities hub.

Birmingham City Council is the largest employer in the city. They have committed to improving the pay and work opportunities for people from marginalised ethnic groups through improving their recruitment process, setting up a dedicated equalities and cohesion team and the carrying out the council’s first Workforce Race Equity Review. This case study forms part of the health inequalities hub.

Swindon BC set up a menopause group in response to media and celebrity profile building, and a suggestion from an employee for the need to open up the discussion about menopause to positively address personal and business needs for being menopause aware.

The Children’s Social Work Matters (CSWM) programme was launched 10 years ago to champion the vital role of children’s social workers and raise industry standards.

The Integrated Community Response (ICR) service is one such example, where Salford Council is working closely with 42nd Street, CAMHS and Salford Mind.

Kirklees Council (KC) prioritises inclusion and the health and wellbeing of their people. With a high proportion of females in the workforce and almost half of those females being of average menopausal age, they recognised the impact that menopause can have on both individuals and the organisation. KC started work in 2018 to create a more supportive and inclusive environment for colleagues approaching or experiencing menopause.

Research was conducted by London Southbank University (LSBU) in partnership with Lambeth Council to understand the local retrofit supply chain and workforce in the two main retrofit channels: Public-Procured and Private-Purchased. The recommendations and outputs include a list of the roles and skills needed to 2030 and 2050, a stakeholder map of employers and supply chain, and what the council and other stakeholders should do to address gaps and barriers and optimise local benefits from the delivery of net zero retrofits.

Devon County Council recognised the need to develop and expand its wellbeing offer in response to the pandemic. They wanted to establish a sustainable model for staff wellbeing, that would support staff to be happy and effective in their role, whilst also supporting our overall recruitment and retention of the workforce.