Date of Pledge: 

About this pledge

We’re at the heart of placemaking in the UK and seek to drive inward investment and international trade by playing a key role in developing business relationships and partnerships between British cities and regions in both developing and mature economies.

As a not-for-profit, we’re driven by success - not shareholders - which means we reinvest any money we make and are dedicated to making a positive difference and leaving a legacy of growth.

The Growth Company is committed to promoting a diverse and inclusive culture, where everyone feels that they belong and can be themselves in the workplace regardless of backgrounds, experiences and identities.We recognise that an inclusive work setting supports employee mental health and well-being through its positive effects on self-esteem; greater work-life balance; social connectedness and belonging; reduced discrimination, prejudice and harassment.

People from similar backgrounds and thought processes often have the same solutions; limiting original thought and innovation. By working with people from different backgrounds and with different experiences and working styles, we learn and get another view.  

Diverse views make for better decisions, and thus drive a high-performance culture, but regardless of this, we just know that it’s the right thing to do.

In alignment with our Company values; celebrating our differences, we can be stronger together and work to our full potential.

We realise that no one is invincible or beyond the reach of mental ill health, regardless of their age, sex, race, class, education or professional background. 
Part of the problem in encouraging more discussion around mental health is that people tend to associate mental health only with mental illness so through our training we are trying to raise awareness of the idea that it's just as normal to talk about mental health as it is to talk about our physical health.

Over the past 12 months, we've introduced our health and wellbeing programme, as well as running awareness sessions for employees and managers, it also includes a cohort of Mental Health First Aiders to support colleagues across the Group with practical advice and guidance on managing and maintaining our mental health.

We regularly signpost our people to the available resources including the Employee Assistance Programme (EAP), Mental Health First Aider contacts, podcasts and useful tips so that support and resources are easily accessible.

We all have an important role to play with promoting mental health and encouraging others to have open discussions in the workplace, but we also recognise that line managers play a crucial role in creating a working environment that supports good mental health. They are also best placed to spot the warning signs and take action when someone appears to be struggling with a mental-health-related issue.

Every individual is likely to move between periods of good and poor mental health throughout their lives, and this is completely normal. The fact that someone feels a bit low after they've gone through a divorce or lost a loved one is actually a really normal and inevitable part of life, and we want our people (especially line managers), to feel confident enough to have conversations around this important topic and know that it isn't something to be scared of and should be actively encouraged as a preventative measure to mental illness. 

Committing to the TTC pledge will further demonstrate our obligation to changing how people think and attitudes about mental health in the workplace.