Retention Charter action 3.2

Action 3.2: Ensure provision of targeted support for staff groups who might experience difficulties planning/navigating their careers e.g. new parents, those returning after career breaks, independent sector psychiatrists, locum doctors, LE doctors, less than full time psychiatrists, and those with carer responsibilities outside of work (this is not an exhaustive list).

Action 3.2 is part of Domain 3 of the RCPsych's Retention Charter for employers - which relates to creating a culture of belonging.

What stage is your organisation at?

Use this maturity matrix to assess what stage your organisation is at, in terms of Action 3.2.

  • Organisational policies and guidance are in place to support relevant staff groups.
  • These policies and guidance are clearly communicated and accessible to staff, with evidence of appropriate signposting and folders of resources.
  • The organisation collates and regularly reviews data to determine which specific groups/profiles of employees are disproportionately represented amongst staff leaving the organisation.
  • The organisation offers flexible working arrangements for psychiatrists requiring this due to parental responsibilities, carer responsibilities, or other reasons.

  • Organisational policies and guidance to support these staff groups are co-produced with individuals with relevant lived experience and regularly reviewed at board level.
  • Feedback is regularly collated and acted upon to improve the experiences of these specific staff groups.
  • Active steps are taken by the organisation to ensure that less than full time psychiatrists and/or those requiring flexible working arrangements are not excluded from career development opportunities.
  • The organisation regularly remains in touch with psychiatrists on career breaks, ensuring that they feel valued, supported, and welcomed to return the organisation when appropriate.

  • There is evidence of applying learning and recommended best practice from external organisations/bodies to support these staff groups and sharing local examples of good practice externally.
  • Peer support groups or networks are available for these staff groups to convene, discuss challenges, and share relevant knowledge, information, and resources.
  • ‘Champion’ and/or ‘representative’ roles exist for these specific staff groups to advocate for and support them, including collating and sharing their views with organisational management to influence policy/practice.
  • Mechanisms exist for sharing the stories of Psychiatrists who have navigated life events and/or non-work responsibilities alongside their job roles and/or who have returned from career breaks, to motivate and inspire others in similar positions and advertise support that is available.

Advice and recommendations

  • Create a folder of resources including relevant information, policies, and guidance to support these specific staff groups with their career planning and work/life integration.
  • Ensure that the above folder of resources, and links to support/guidance are clearly visible on the intranet and communicated to staff.
  • Provide training for managers/supervisors focussing on how to effectively support these staff groups. This training should be co-produced and delivered with individuals with relevant lived experience.
  • Offer flexibility of working hours/patterns and remote working options, where possible, to support staff groups balancing caring responsibilities inside and outside of work (e.g. new parents, carers) or requiring this other reasons.
  • Create a space for open discussions about work/life integration, responsibilities outside of work, and difficulties faced by specific staff groups.
  • Signpost to relevant staff support groups and forums within the organisation (e.g. carers groups) and ensure that these are accessible.
  • Proactively support these staff groups, anticipating when additional support might be required over certain periods and planning this in advance.
  • Ensure that career development and training opportunities are offered flexibly to avoid excluding staff with flexible working patterns.

Links and resources