As a rights-based organisation, Save the Children UK holds equity and justice at the heart of our approach to people and culture.
Save the Children UK is here to make a positive, lasting difference for and with children. We can only realise that ambition by recruiting, retaining, developing, engaging and supporting our extraordinary people, so they can do the best work of their career with us.
Our people
As of 31 December 2024, we had 913 active employees at Save the Children UK and 3,351 people were working in a formal volunteering role.
Our culture
We continued to implement our culture transformation programme, Organisation of the Future, in 2024. It aims to increase our ability to make impact for children and maximise our organisational resilience by embedding an agile mindset and practices. Our approach ensures that each of our teams has a clear purpose and goals, aligned to our organisational vision and strategy, and that progress is measured regularly so we can continuously adapt and improve. It also seeks to build psychological safety and to increase individual autonomy and responsibility, so that all colleagues are enabled to do their best work.
Embedding diversity and inclusion
Save the Children was founded to defend the universal rights of children, including the right to equity, respect, and dignity. This is what we stand for as an organisation and a global movement – and it is the standard we must hold ourselves to, both in our organisational culture and in the work we do with and for children and communities around the world. We aim to build equity and inclusion for, and improve the experience of, our colleagues from marginalised communities.
We have made positive strides but we know we still have much more to do. We will continue to build on and learn from this work, aiming for everyone who works at Save the Children UK to feel a sense of belonging and inclusion so that we can all create impact for children.
Wellbeing
In 2024, we continued to provide a comprehensive wellbeing offering to our employees. Approximately 20% of the organisation use our Employee Assistance Programme, and we continue to extend this service to our volunteers and partner organisations.
Our annual organisational stress risk assessment provided further insights into the overall wellbeing of our staff and guided our strategies in preventing burnout and mental ill health. Alongside psychological safety workshops, we offer additional workshops to support employees through change and help them navigate challenges. Our neurodivergent community remains active, with a support group available for all employees.
