Staff Wellbeing Award

GEMS Founders School - Dubai-PO Box 390498

Confirm the recommendation

Overall comments

Staff wellbeing is clearly a priority. The school uses a number of different approaches to gather staff views and identify concerns and is proactive in responding to them. The excellent staff feedback included in the portfolio attests to the effectiveness and value of their focus on ensuring that staff at all levels feel appreciated and supported.

School ref

Validator benchmark comments

Benchmarks ref

SWA - Benchmark 2 - Create a supportive staff community

Comments on impact identified during validation

Feedback from staff around workload is positive and also shows improvement over time. Leaders actively seek feedback on concerns – for example, variations in workload across the term – and act on this.

Benchmarks ref

Comments on impact identified during validation

Staff report that they can access help if they need it and that leaders and colleagues are supportive. Future plans – for example, the extension of SMHL and MH First Aid provision – reflect the school's ambition to continue to develop the support available for staff.

Benchmarks ref

SWA - Benchmark 3 - Create a positive and healthy working environment

Comments on impact identified during validation

Social activities, including celebrations, competitions, regular wellbeing Wednesdays, treats, shout outs etc are popular with staff. Sources of support are widely advertised. Staff are encouraged to share feelings and concerns. Feedback from staff about the positive relationships they enjoy with colleagues is particularly positive.

Benchmarks ref

SWA - Benchmark 5 - Help staff achieve a healthy work–life balance

Comments on impact identified during validation

Again, feedback is positive. The school recognises success at all levels, including for out of school activities. Leaders have noted where some staff may be less likely to be recognised because of, for example, lack of awareness of their roles amongst colleagues, and have acted to ensure that staff at all levels receive rewards and praise.

Benchmarks ref

Comments on impact identified during validation

As noted above, leaders are aware of concerns around work-life balance and have acted positively to address pinch points. Most staff report that workload is manageable. Feedback is improving and is above the average scores for similar settings.

Benchmarks ref

SWA - Benchmark 6 - Coordinate support for staff wellbeing

Comments on impact identified during validation

Again, most staff report that support is effective. Leaders have also acted to improve provision, in particular for staff who may prefer to access help outside of school. External counselling is available and staff are signposted to both written and in-person support which is available in a variety of languages.

Benchmarks ref

SWA - Benchmark 7 - Support staff personal and professional development

Comments on impact identified during validation

Evidence includes some really positive case studies and staff feedback about the support they receive for career development is excellent. Statistics regarding the high numbers of internal promotions and levels of staff who progress into management roles further substantiate the effectiveness of the support available for professional development.

Benchmarks ref

SWA - Benchmark 8 - Give teachers more professional control over decision-making

Comments on impact identified during validation

96% of staff report that they enjoy at least some autonomy in their roles. There is evidence of a range of opportunities for staff to influence development through surveys, forums and other means and that leaders take staff views into account and respond effectively.

Validator recommendation

I recommend that the school is accredited for this award

Validation confirm date

06/Nov/2025

Product attribute ref

Gold

Validator report

05 November 2025

SWA-Hinchingbrooke School-PE29 3BN-05/Nov/2025

Areas for further development

The evidence submitted for the Award focused primarily on provision rather than its impact. Going forward, concentrating on examples of impact (including those suggested in the guidance and, in particular, identifying specific benefits resulting from different initiatives ) should enable the validator to identify more and
greater levels of improvement resulting from the school's actions.

Award term ref

Hinchingbrooke School-PE29 3BN

Confirm the recommendation

Overall comments

Leaders are mindful of staff wellbeing and have made significant efforts to improve it, taking care to engage directly with staff regarding the changes that they would find helpful.

School ref

Validator benchmark comments

Benchmarks ref

SWA - Benchmark 2 - Create a supportive staff community

Comments on impact identified during validation

Staff surveys show an improvement in the number of staff who feel that workload is manageable.

Benchmarks ref

Comments on impact identified during validation

Staff feedback shows that most feel that leaders take workload and wellbeing concerns seriously. CPD designed to increase awareness around wellbeing (e.g. menopause training) has been well received by staff.

Benchmarks ref

SWA - Benchmark 3 - Create a positive and healthy working environment

Comments on impact identified during validation

There have been increases in the numbers of staff taking part in social and wellbeing activities. Leaders have observed the impact of these on reducing stress and increasing connections between colleagues.

Benchmarks ref

SWA - Benchmark 5 - Help staff achieve a healthy work–life balance

Comments on impact identified during validation

Feedback shows that the majority of staff feel appreciated by leaders, colleagues, children and parents. Since the introduction of regular staff shoutouts, greater numbers, including support staff, are attending briefings.

Benchmarks ref

Comments on impact identified during validation

Increased capacity in the student services team has seen improvements in both their own wellbeing and student behaviour. Staff are supported to share leadership roles and the majority of flexible working requests are met in full. Consultations around changes to parents meeting arrangements prioritised staff needs.

Benchmarks ref

SWA - Benchmark 6 - Coordinate support for staff wellbeing

Comments on impact identified during validation

The majority of staff who wish to access wellbeing support in school report being confident about where and how to seek it.

Benchmarks ref

SWA - Benchmark 7 - Support staff personal and professional development

Comments on impact identified during validation

Line managers report finding appraisal training helpful with regard to further supporting staff wellbeing and, in turn, the majority of staff report finding line management processes helpful.

Benchmarks ref

SWA - Benchmark 8 - Give teachers more professional control over decision-making

Comments on impact identified during validation

In response to significant numbers of staff asking for more input to new initiatives, the school has introduced focus groups to discuss T&L and other areas. The majority of staff report feeling appropriately involved in decision making.

Validator recommendation

I recommend that the school is accredited for this award

Validation confirm date

05/Nov/2025

Product attribute ref

Gold

Validator report

05 November 2025

SWA-Lordswood Boys' School -B17 8BJ-05/Nov/2025

Areas for further development

-To create more wellbeing events and cross-department collaboration to strengthen staff relationships and work–life balance.
-To continue staff-led CPD, peer observations, and learning walks to share expertise and celebrate good practice.
-To relocate the shoutout board to a central space to make staff appreciation more visible to students and colleagues.

Maintain Flexi Week and clear deadline planning to promote balance, flexibility, and reduced workload stress.

Award term ref

Lordswood Boys' School-B17 8BJ

Confirm the recommendation

Overall comments

Through the use of Staff Pulse, engagement and communication have significantly improved. More staff are responding and contributing, demonstrating that they feel listened to, valued and supported. Staff now reach out to colleagues for help and guidance, fostering collaboration and trust. This open feedback culture has strengthened relationships and ensured wellbeing remains a shared priority across the school.

School ref

Validator benchmark comments

Benchmarks ref

SWA - Benchmark 2 - Create a supportive staff community

Comments on impact identified during validation

Clear communication boundaries and protected personal time have significantly reduced stress. Policies limit emails outside working hours and ensure uninterrupted breaks which staff have found a huge relief in response pressure. ‘Flexi-Weeks’ and feedback through Staff Pulse has empowered staff to manage priorities effectively. Trust and autonomy have grown, with staff feeling supported, valued and more engaged.

Benchmarks ref

Benchmarks ref

SWA - Benchmark 3 - Create a positive and healthy working environment

Comments on impact identified during validation

Staff feel genuinely valued through regular recognition, shout-outs and small acts of appreciation. Leadership maintains visibility and support through open-door communication and department visits. Shared meals and social time have promoted connection and morale. This culture of gratitude has strengthened relationships, increased collaboration and encouraged openness and mutual trust across teams.

Benchmarks ref

Benchmarks ref

SWA - Benchmark 5 - Help staff achieve a healthy work–life balance

Comments on impact identified during validation

Initiatives such as free breakfast, early finishes on Fridays and no out-of-hours expectations have had a reported improved impact on teachers own wellbeing and work–life balance. Staff take opportunities to connect socially and this has built camaraderie and belonging. These efforts have boosted morale, job satisfaction and productivity. Increased trust between staff and leaders fosters a positive atmosphere where staff feel cared for and respected. This has also meant that in the last year, staff turnover has been low.

Benchmarks ref

SWA - Benchmark 6 - Coordinate support for staff wellbeing

Benchmarks ref

SWA - Benchmark 7 - Support staff personal and professional development

Benchmarks ref

SWA - Benchmark 8 - Give teachers more professional control over decision-making

Comments on impact identified during validation

Staff have an active voice in shaping school direction through regular surveys, open dialogue and shared professional leadership. The introduction of staff-led INSETs and transparent consultation has increased confidence and collaboration. This inclusive approach has enhanced ownership, motivation and professional trust. Teachers feel like they also have more autonomy and have been more open to contributing ideas and providing feedback.

Validator recommendation

I recommend that the school is accredited for this award

Validation confirm date

05/Nov/2025

Product attribute ref

Gold

Validator report

04 November 2025

SWA-Queens' School-WD23 2TY-04/Nov/2025

Areas for further development

-To enable staff to engage in wellbeing initiatives and surveys, without having an impact on any other workload pressures.
-To establish clear processes to share outcomes of feedback and actions taken with all staff.
-

Award term ref

Confirm the recommendation

Overall comments

Queen's School demonstrates a commitment to fostering a culture of inclusion, transparency and mutual respect across the staff body. The range of evidence submitted highlights strategic coherence in wellbeing planning and a proactive approach to feedback loops. Staff are empowered to shape policy and provision, with clear systems in place to track and review wellbeing support. The school strives to promote fairness and transparency across its systems, ensuring that staff understand processes and feel listened to.

School ref

Queens' School-WD23 2TY

Validator benchmark comments

Benchmarks ref

SWA - Benchmark 2 - Create a supportive staff community

Comments on impact identified during validation

Staff wellbeing improved through calendar revisions, workload assessments, and supportive marking policies. Staff feel heard and valued, with SLT regularly reviewing practices based on feedback. Evidence from policies and QA shows sustained impact on morale, workload reduction, and retention. The approach to School Cloud parents evening has had a huge, positive impact on staff workload and parents, with over 95% engagement rates.

Benchmarks ref

Comments on impact identified during validation

Peer-led CPD and wellbeing committee work has reduced stigma, improved dialogue around mental health and strengthened cross-faculty collaboration. Staff testimonials show increased trust, emotional safety and a stronger sense of belonging. Staff are more willing to raise concerns and support each other. Staff are offered regular opportunities to feedback and survey data analysis shows improvements in attitudes and increased engagement.

Benchmarks ref

SWA - Benchmark 3 - Create a positive and healthy working environment

Comments on impact identified during validation

Investment in facilities and shared spaces, alongside responsive planning of social events, has improved staff morale and collaboration. Feedback and survey evidence show that visible actions taken from staff voice increased engagement, comfort and positivity within the daily work environment. Student voice also highlights students enjoying the lessons, with average attendance rates being well above the national average.

Benchmarks ref

SWA - Benchmark 5 - Help staff achieve a healthy work–life balance

Comments on impact identified during validation

Staff feel consistently recognised through initiatives such as ‘shout-outs’, Queens’ postcards, and long service awards. Nomination success in national awards evidences strong morale. Wellbeing survey responses confirm a measurable increase in staff feeling appreciated and celebrated.

Benchmarks ref

Comments on impact identified during validation

A blend of face-to-face and virtual parent meetings and structured email protocols improved clarity and reduced overrun. Feedback confirms improved work–life balance, particularly for middle leaders. Staff surveys link these changes to increased morale, better time use and wellbeing. Further tweaking the marking and assessment policies has enabled staff to prioritise other areas. An OFSTED rating of Outstanding in all areas has also verified that staff feel well supported in school.

Benchmarks ref

SWA - Benchmark 6 - Coordinate support for staff wellbeing

Comments on impact identified during validation

The appointment of a Senior Mental Health Lead and increased MHFA training has created consistency and visibility in staff support. Initiatives have strengthened confidence and improved clarity in response procedures. Anonymous feedback shows trust in support systems has grown.

Benchmarks ref

SWA - Benchmark 7 - Support staff personal and professional development

Comments on impact identified during validation

Wellbeing in appraisals and a robust CPD offer, including a personal development day, have improved staff ownership and engagement. Training logs and twilight registers show higher uptake. Staff report feeling more valued and empowered to progress within and beyond current roles. Connections with local schools mean that ECT's feel well supported with a large network of expertise to draw upon.

Benchmarks ref

SWA - Benchmark 8 - Give teachers more professional control over decision-making

Comments on impact identified during validation

Increased staff consultation via meetings and working groups has developed confidence in leadership. Feedback tools show improved clarity, collaboration and shared accountability. Teachers now feel more empowered to take initiative and shape school priorities autonomously and meaningfully.

Validator recommendation

I recommend that the school is accredited for this award

Validation confirm date

04/Nov/2025

Product attribute ref

Gold

Validator report

04 November 2025

SWA-Ryvers School-SL3 7TS-04/Nov/2025

Areas for further development

The school acknowledges that they need to maintain the work that they have started, so this will form the basis for wellbeing work in the future. They also recognise the ongoing ‘drip-feed’ work that needs to continue, as well as reminding all members of the staff team of the positive changes that have taken place over the years, so everyone can celebrate the considerable achievements of the school.

Award term ref

Confirm the recommendation

Overall comments

The school identified areas to improve and has worked consistently to ensure that they have been fulfilled. A succinct range of evidence was shown, with appropriate and relevant commentary, that demonstrated what the school had put in place over time. The impact of the measures taken is demonstrated clearly and concisely. Staff wellbeing has improved across the whole school community because of the simple and effective measures that have been put in place by the dedicated and enthusiastic team. Congratulations on all your efforts and for putting together such cohesive and well-considered evidence!

School ref

Ryvers School-SL3 7TS

Validator benchmark comments

Benchmarks ref

SWA - Benchmark 2 - Create a supportive staff community

Comments on impact identified during validation

The school has worked hard to make changes to the expectations places on staff across the school calendar, and they have also reduced administrative tasks placed on staff, which has resulted in the majority of staff feeling that their workload is now more manageable. Regular check-ins with staff through robust staff voice mechanisms mean that staff feel heard when it comes to their workloads, and the changes made to ensure better management of workload feel valid.

Benchmarks ref

Comments on impact identified during validation

A number of changes have taken place since the school embarked on the staff wellbeing award in order to ensure a change in focus, including the appointment of two senior mental health leads. The evidence provided is excellent and high quality, and shows the impact of the changes in a tangible way. Most staff now believe the current culture in school encourages open discussion about mental health, which promotes a more supportive staff community. The vast majority of staff feel supported by management and wellbeing continues to be spoken about regularly.

Benchmarks ref

SWA - Benchmark 3 - Create a positive and healthy working environment

Comments on impact identified during validation

The notable increase in staff numbers at school-based and social events is testament to the school's focus on creating a better working environment for staff. Feedback from staff members has shown that the changes made have been a welcome addition to their professional lives and they have been able to note the 'before' and 'after', knowing that the changes were being made to improve their environment - particularly the wellbeing room.

Benchmarks ref