Stokewood

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.

At our last assessment we rated this key question good. At this assessment the rating has remained good.

This service scored 75 (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

They did so with integrity, openness and honesty. The service had a clear, recovery-focused vision centred on mental health, dignity, and emotional safety. Staff consistently demonstrated these values in practice.

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.

Leaders had a strong understanding of mental health care and promoted compassionate, inclusive leadership. They were visible and accessible to both staff and people.

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

Staff felt empowered to raise concerns without fear, supported by clear and accessible whistleblowing mechanisms. This openness reinforced a culture of trust 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.

The home promoted diversity and inclusion within its workforce. Policies supported equality, fair treatment, and reasonable adjustments for staff from all backgrounds. This inclusive culture helped staff deliver personalised care with respect and understanding.

The provider had clear responsibilities, roles, systems of accountability and good governance.

Governance systems ensured high-quality, safe care. Audits, reports, supervision structures, and improvement plans remained embedded in daily practice. Leaders used data, people’s feedback, and national best practice guidance to refine care pathways continuously. Joint work with external agencies supported safeguarding, risk management, and community integration.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people.

Strong partnerships existed with mental health services, commissioners, and community organisations, supporting continuity of care and recovery.

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. They actively contributed to safe, effective practice and research.

The service demonstrated ongoing commitment to learning and improvement, particularly in reducing self-injury and promoting emotional wellbeing. The service delivered positive outcomes for people through trauma-informed care, recovery-focused planning, and community integration.