ASD Support LTD

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture.

This is the first assessment for this newly registered service. This key question has been rated as good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

This service scored 79 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities.

People were empowered to live their lives according to what mattered most to them. The support they received encouraged independence, skill development, and meaningful engagement. People’s opinions were valued and they were involved in planning their routines and daily activities .

Staff demonstrated a positive, compassionate, listening culture that promoted trust and understanding between them, people using the service, and relatives. Staff had confidence in the provider and registered manager to always put people first. A staff member told us, “The culture at ASD Support is open and inclusive. Staff feel confident to raise concerns about a person’s well-being, and when concerns are shared, they are listened to and acted upon appropriately to maintain safety and quality of care.”

The service operated in line with regulatory requirements, safeguarding procedures, and organisational policies to ensure the safety and wellbeing of residents. Risk assessments were reviewed and updated. all incidents, accidents, and near misses were reported, reviewed, and used as learning opportunities to improve practice and reduce future risks.

The provider had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty.

A staff member told us, “I get lots of support from [registered manager and deputy manager] and can reach out to [provider] if I need to. They make me feel valued and I can go to them with any issue whatsoever.”

Relatives said they and the people using the service were always listened to and respected, and the provider was proactive in resolving any issues. A relative said, “I just know this is the right place for [person]. I know them all - the directors, the managers, the staff. They are very responsive and they listen to us.”
 

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

The service had clear whistleblowing, grievance, and complaints policies which staff could use to raise concerns about how the service was run. Staff told us they were able to speak with the provider and managers daily, and they were always approachable and responsive.

Staff said concerns were taken seriously and acted upon when improvements were needed. One staff member told us, “Everyone here is approachable and staff are encouraged to speak up. We can raise issues in meetings or supervision, and senior staff listen and support us.”

Positive feedback was shared with staff to recognise good practice and promote a culture of openness, learning, and continuous improvement.
 

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them.

Recruitment processes were inclusive and values based. The provider employed staff who reflected the wider community. By employing a diverse staff team, people using the service had the opportunity to develop relationships and feel comfortable with staff from a variety of different backgrounds.

The provider’s employment processes complied with the Equality Act 2010, UK employment law, and CQC expectations. All employment processes follow our equal opportunities, disciplinary, capability, and grievance policies, which are based on the ACAS code of practice - Recruitment was values-based with structured scoring to ensure fairness. Recruitment outcomes were monitored to prevent disadvantage relating to any protected characteristic.

At the time of the inspection, a small number of staff raised concerns regarding a recent sponsorship matter. The provider was actively working with the relevant agency to resolve the issue. Staff affected were kept informed of progress through written updates and face-to-face meetings and were offered direct access to senior leaders and HR for support and discussion. The provider’s open and transparent approach was reassuring to those involved.
 

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate.

The provider carried out regular audits and quality monitoring across key areas including care planning, medication management, health and safety, staffing, and training. Findings were used to develop action plans, and progress was reviewed to ensure sustained improvement and high-quality service delivery.

Regular surveys enabled people, relatives, staff, and visiting professionals to share their views on the service. Relatives knew the leadership, managers, and staff, and said they could contact them at any time. A relative told us, “There is good communication between us all. I can speak to them at any time. If they are busy, they will always get back to me, and they are always very transparent.”
 

The provider clearly understood and carried out their duty to collaborate and worked in partnership, and services worked seamlessly for people. They always shared information and learning with partners and collaborated for improvement.

During our inspection we found numerous examples of staff working in collaboration with health and social care partners to ensure people had the support and services they were entitled to. These included teams who specialised in autism, positive behaviour support (PBS), and mental health.

The service used collaboration and joint initiatives to enhance how services were delivered. Staff worked closely with health and social care professionals who understood the complex needs of the people using the service. In partnership, they created highly personalised support plans for people to enable them to progress. Records showed that because of this joint working people’s outcomes improved and they were able to live more fulfilling lives.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people.

The provider’s improvement plan for 2026–2027 set out clear goals for the service including strengthening governance structures, improving incident management, and strengthening the service’s positive behaviour support (PBS) methodology.

In the last year the service had made improvements including the introduction of a new computerised management system, better access to transport for people, the recruitment of additional Team Leaders and the development of the key worker structure. This demonstrated a commitment to continuous improvement, stronger leadership oversight, and a focus on delivering safer, more responsive and person‑centred care.