An opportunity to meet award winners and learn more about their winning work.

1. Zoe Baxter
Strategic HR Manager: People Development
Developing a learning culture
Anne Sullivan
Lead Client Partner, Penna

2. Context
UK’s largest Police Service policing 620
square miles and serves more than eight
million people London.
Employs over 43,000 Officers, Staff and
Volunteers.
Contribute to making London the safest
global city, protecting its reputation as
an open and welcoming city, and for
Londoners to be proud of their police.
Definition of success is developing a
culture of learning; where the pursuit of
learning underpins personal development
as well of that of policing as a profession.

3. The Challenge
Generating a dynamic link between formal
training, CPD and the informal spread of
practitioner knowledge, whilst embracing
modern tools and approaches.
Representing London – Ambitions to achieve:
Our key objective is to increase the diversity of our workforce and create a learning culture.
50%
Female representation in
all seniority bands within 10
years.
Representation of BAME
officers and staff within 10
years
40%

4. Our context
Limited investment
in People
Development and
the digital
infrastructure to
deliver learning.
Lack of individual or
collective
recognition for
responsibility of
CPD and learning.
Cynical,
disengaged and
change fatigued
workforce.
Solo Working,
where healthy
curiosity could be
overlooked.
Strong social learning
and a changing
employee
expectation.

5. Why Invest in Developing People?
Good People Make Great Businesses
Try alternative ways to approach and engage our underrepresented audience.
Offer greater accessibility, choice and flexibility to develop the way people consider
continued professional development and to actively stimulate a new learning culture.
Provide a discretionary offering; differentiate between mandated and non-mandated
learning.
Learn about the technology habits and use this to inform broader digital learning strategy
and design.
Talent Schemes
Promotion
Framework
Graduate Entry
Scheme
Hiring
Strategy
Talent
Management
(Performance &
Potential)
Workforce
Planning,
Resourcing &
Deployment

6. The Audience
Insight
Designed to address
feedback from our staff
survey and exit survey,
identifying barriers towards
career development and
progression.
Pilot
Initially focussed towards
our BAME and Female
officers at Constable to
Chief Superintendent level.
Extended to Staff in April
2019.
Outcome
Adopt a consumer-lead
learning approach;
stimulating discretionary
learning and career activism.

7. Our Solution
The Career Development Service

8. Why Mind Tools?
Mobilisation and Scalability
Huge Choice of Resources
A Strategic Partnership
Value for Money The Ethos and Values of Mind Tools

9. Why Penna?
Mobilisation and Scalability
Award winning creative
A Strategic Partnership
Value for Money The Ethos and Values of Mind Tools
Huge Choice of Resources
Solutions focussed approach

10. The story so far
Most Popular Usage
Times Top Skills Areas
Since launching 24 months ago...
Time Management
Career Skills
Stress Management
Monday - Friday
07:00 - 13:00
17:00 - 21:00
5,000+
Current Audience
Number

11. The story so far
Percentage of users who are
female
Percentage of users who are
male
Since launching 16 months ago...
Percentage of users who identify
as White British, residual are
BAME and Other classifications
27% 73% 45%

12. Lessons Learned so far
Communications Advocacy Product Placement
Work in partnership to
socialise the concept,
purpose and plan
campaigns.
Champion the people
who get on board;
harness social learning
principles.
Maximise accessibility to
a boutique product via
multiple routes to your
audience.

13. Key to Success
Aims Adoption Results
Share Knowledge
Show Opportunities
Remove Barriers
Personal and Accessible.
Technology increasing
from 8% to 64% accessing
resources through BYOD
approach.
Usage Growth
Feedback and Surveys
showing audience feel
more invested in.

14. Questions?