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 Although 2006 saw the end of the IWL accreditation process, this should not be seen as the end of the IWL principles being applied in the NHS. The basis of IWL is still very much seen as the cornerstone of the NHS work on becoming a good, healthy employer and, as such, its standards are used by regulatory bodies to assess organisations. Organisations will therefore need to consider how the benefits of mainstreamed IWL processes will help deliver core and development standards in the future. It is essential that links are made to existing work programmes, new initiatives and performance measures which will continue to drive the IWL agenda forward. NHS Employers will be working in partnership with a number of related programmes and initiatives, for example, Investors in people (IIP) and their Health and Well-being at Work Framework, the Department of Health's Health, Work and Well-being Strategy, and the Positively Diverse programme. The NHS Plan, launched by the Department of Health in 2000, introduced an Improving Working Lives Standard. The Standard sets out the benchmarks by which organisations can create flexible working environments that promote staff welfare and development, and enable NHS staff to measure their employer's human resources management. Recognising that investment in human resources can improve patient care, the IWL Standard set out what NHS organisations needed to do to achieve this. The Standard was intended to ensure that NHS organisations can demonstrate commitment to their staff by offering employment practices such as:
Since the launch of the Improving Working Lives (IWL) initiative, there has been a huge amount of investment from the NHS to improve the work-life balance of staff. By November 2006 almost all organisations achieved Practice Plus - a small number did withdraw from the process due to reconfiguration of their organisation. Pages in this sectionProgress update and statistics Flexible working Carers Childcare Tools and resources Last reviewed 21 Jan 2008 |
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