Living the Moreways Healthcare values

Our values describe how we expect people across Moreways Healthcare to work, communicate and make decisions. They apply to every role, from frontline support and service management to central departments, senior leadership and organisational partners.

Values are not simply statements displayed on a website. They should be visible in the way colleagues support people, speak to families, work with professionals, respond to concerns, complete records and take responsibility for the quality of their work.

By living our values consistently, we aim to create services where people feel respected, listened to, safe and supported to achieve greater independence.

How We Work

Values That Guide Everyday Practice

Our values help colleagues make thoughtful decisions, maintain professional standards and provide support that reflects each person’s rights, strengths, preferences and aspirations.

People First

We place the person receiving support at the centre of decisions and recognise their individual strengths, rights, needs and ambitions.

Professional Practice

We work responsibly, maintain appropriate boundaries and remain accountable for the decisions, records and actions connected with our roles.

Continuous Improvement

We learn from experience, feedback, incidents and good practice so that our services continue to develop and improve over time.

Our Core Values

Our core values provide a shared foundation for how colleagues should behave and how services should be delivered. They help translate organisational expectations into practical everyday conduct.

Every colleague is expected to understand these values and demonstrate them through their work. Managers should also use them when providing supervision, recognising good practice, reviewing performance and addressing concerns.

Respect

We treat every person with dignity, listen carefully and recognise their identity, choices, experiences and rights.

Compassion

We respond with patience, empathy and understanding while maintaining clear professional boundaries and expectations.

Integrity

We are honest, dependable and willing to speak openly when something is wrong or could be improved.

Accountability

We take responsibility for our conduct, complete our duties properly and follow through on agreed actions.

Independence

We support people to develop skills, make informed choices and take greater control of their everyday lives.

Safety

We recognise risks, follow agreed plans and respond promptly when someone’s wellbeing or safety may be affected.

Inclusion

We value difference, challenge discrimination and help people participate meaningfully in their homes and communities.

Teamwork

We communicate clearly, share relevant information and work constructively with colleagues, families and professionals.

Respect In Everyday Practice

Respect begins with recognising that each person has their own history, identity, preferences and way of communicating. Colleagues should take time to understand what matters to the individual and avoid making assumptions about their abilities, choices or goals.

Respectful support includes using appropriate language, protecting privacy, knocking before entering personal spaces, listening without unnecessary interruption and involving people in decisions that affect them.

It also means respecting colleagues and professionals. Disagreement should be handled constructively, without aggression, humiliation or dismissive behaviour.

What Respect Looks Like

Listening to what the person is communicating
Using the person’s preferred name and communication style
Protecting privacy and confidential information
Supporting cultural, religious and personal preferences
Explaining decisions clearly and appropriately
Challenging discriminatory or disrespectful behaviour

What Respect Avoids

Speaking about people as though they are not present
Using labels instead of recognising the individual
Ignoring requests without explanation
Entering private spaces without appropriate permission
Sharing personal information unnecessarily
Making decisions based on convenience alone

Compassion With Professional Boundaries

Compassion means showing patience, understanding and genuine concern for another person’s wellbeing. It is particularly important when someone is distressed, anxious, unwell or finding communication difficult.

Compassion does not mean ignoring risks, avoiding difficult conversations or agreeing to everything someone requests. Good support combines empathy with appropriate boundaries, honest communication and safe decision-making.

Colleagues should remain calm, avoid judgement and consider what may be influencing a person’s behaviour or emotional response. Where concerns continue, staff should seek guidance rather than attempting to manage beyond their competence.

Promoting Independence

We aim to support people to do as much as they can for themselves. This may involve encouragement, prompting, breaking tasks into smaller stages or providing practical guidance.

The level of support should reflect the person’s abilities, agreed plans and current circumstances rather than completing every task on their behalf.

Positive Risk Management

Independence can involve reasonable risk. Colleagues should follow risk assessments, support informed choices and avoid introducing restrictions that have not been agreed or properly authorised.

Where risk changes, staff should report the concern promptly so that the appropriate review can take place.

Integrity And Accountability

Integrity means doing the right thing even when nobody is watching. It includes honesty, accurate reporting, reliable attendance and a willingness to acknowledge mistakes or uncertainty.

Accountability means taking responsibility for the quality of your work. Colleagues should complete records accurately, carry out agreed actions, raise concerns appropriately and seek guidance when a situation falls outside their knowledge or authority.

Records must reflect what actually happened. Information should never be invented, copied without review or altered to hide an omission. If a mistake occurs, it should be reported honestly so that appropriate action can be taken.

Be Honest

Provide accurate information, acknowledge mistakes and never conceal concerns that could affect safety or quality.

Be Reliable

Attend agreed shifts, complete responsibilities and inform the appropriate person when something cannot be completed.

Be Responsible

Understand your role, follow agreed procedures and ask for support before acting beyond your competence or authority.

Safety And Safeguarding

Every colleague shares responsibility for recognising and reporting concerns. Safety includes safeguarding, health and safety, medicines practice, environmental risks, professional boundaries and timely escalation.

Colleagues must understand the support plans and risk assessments relevant to their work. Where circumstances change, records and guidance may require review.

Concerns should be reported promptly through the appropriate route. Waiting for certainty can delay protection, so staff should report what they have seen, heard or reasonably suspect and allow the responsible managers or external authorities to determine the next steps.

Speak Up When Something Is Wrong

Moreways Healthcare expects colleagues to raise concerns about unsafe practice, abuse, neglect, exploitation, poor conduct, inaccurate records or any other issue that may affect people receiving support.

Concerns can be raised through line management, safeguarding procedures, senior management or whistleblowing arrangements where appropriate. Genuine concerns raised in good faith should be treated seriously and handled as confidentially as reasonably possible.

Teamwork And Communication

High-quality supported living depends on effective teamwork. Colleagues may work across different shifts, so clear handovers and accurate records are essential for continuity and safety.

Good teamwork includes sharing relevant information, respecting the responsibilities of others, asking questions and offering appropriate support. Concerns should be discussed constructively rather than through blame, gossip or informal speculation.

We also work alongside families, advocates, commissioners, healthcare professionals, social workers, probation services and other agencies. Communication with external professionals should be accurate, respectful and limited to information that can lawfully and appropriately be shared.

Inclusive Services

We want people to feel accepted and able to participate in decisions and community life. Colleagues should recognise barriers and help identify practical ways to reduce them.

This includes adapting communication, challenging discrimination and considering individual cultural, religious, sensory and accessibility needs.

Inclusive Workplaces

We aim to provide fair access to employment, development and progression based on the requirements of each role and the individual’s suitability.

Bullying, harassment, victimisation and unlawful discrimination are not acceptable within Moreways Healthcare.

Learning And Continuous Improvement

Living our values includes being willing to learn. Colleagues should reflect on feedback, participate in supervision, complete required training and apply learning to their daily work.

Incidents, near misses, complaints and safeguarding concerns may identify opportunities for improvement. Compliments and positive outcomes can also help us recognise effective practice that should be shared.

Managers should create an environment where colleagues feel able to discuss mistakes and uncertainty honestly. The purpose of review should be to protect people, strengthen practice and reduce the likelihood of avoidable recurrence.

Listen

Pay attention to people’s views, feedback and concerns.

Reflect

Consider what worked well and what should change.

Act

Complete agreed actions and apply learning in practice.

Review

Check whether the improvement has been effective.

Values-Based Leadership

Managers have a particular responsibility to model the behaviours expected from others. Values-based leadership means being visible, fair, consistent and willing to address both good and poor practice.

Managers should communicate expectations clearly, recognise colleagues who demonstrate strong values and act promptly when conduct falls below the required standard.

Supervision, appraisal, team meetings and competency reviews provide opportunities to discuss values in relation to real practice rather than treating them as abstract statements.

Values And Recognition

When colleagues demonstrate our values consistently, their contribution should be recognised. Positive feedback can help reinforce the behaviours we want to see across the organisation.

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Values And Performance

Performance is not only about completing tasks. The way colleagues communicate, respond to concerns and treat others is also important when reviewing conduct and development.

Learn More About Working With Us

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Bring Our Values To Life

We are looking for colleagues who can demonstrate respect, compassion, reliability, professionalism and a genuine commitment to helping people achieve meaningful outcomes.

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