Old name, new purpose: why we’ve gone back to RNID

Career development

We support and promote the career development of all our staff so that they can fulfil their potential and achieve their goals at work.

Learning and development

Our dedicated Learning and Development team supports all our staff and volunteers with their personal and professional development. We work with you to identify your goals at work and plan learning activities to help you achieve them.

Working with everyone

Our induction programme for new starters covers everything you need to know about our organisation, as well as providing an introduction to hearing loss. We’ll also provide you with training in British Sign Language.

We also support our managers and leaders with learning opportunities that include an internal coaching scheme and a partnership mentoring scheme, where we match employees with suitable mentors at the Royal National Institute for Blind People (RNIB) and the National Deaf Children’s Society (NDCS).

Annual staff awards

We strongly believe in rewarding and recognising our staff for demonstrating our values: People, Passion and Partnership. Each year, our Chief Executive, Mark Atkinson, hosts a ceremony where we recognise those nominated for an award as well as rewarding winners.

The ‘Big Satisfaction’ survey

We survey our staff to measure levels of engagement and job satisfaction every year. Each survey is followed up with an organisation-wide action plan that is driven by our chief executive and the executive group. This is to make sure that our staff have their views heard and that we can support them with any issues.

If you’d like to find out more about the work our Internal Communications team, please email internal.communications@rnid.org.uk

Investors in People

We’re proud to hold the Investors in People Standard. This is a national standard that looks at how we support people to perform as effectively as possible at work. It’s built on the ‘Plan-Do-Review’ model and is based on three principles:

  1. Developing strategies to improve our performance
  2. Taking action to improve our performance.
  3. Evaluating the impact on our performance.

Meeting the Standard means we demonstrate best practice in our approach to learning and development, management, communication, and monitoring and evaluating what we do.

Staff council and companions

We strive for an environment in which our staff are happy, performing well and relating to their colleagues. But we understand that situations may arise where formal procedures are required.

It’s important to have support in these difficult times, which is why we have elected staff companions. These companions are there to offer support and guidance to anyone throughout any processes by:

  • providing guidance and making sure everyone has their say
  • treating people as individuals and acknowledging what support they may need
  • listening to others, and empathising and understanding
  • prioritising the needs and welfare of colleagues.

Our Learning and Development team is always looking at new and effective methods to develop our staff and maintain our expertise in the essential work that we do.

If you’d like to find out more about the work our Learning and Development team, please email learning.development@rnid.org.uk