Infrastructure Support commitments

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Each year, we ask all colleagues to get involved in our Colleague Engagement Survey. We want to know what’s going well, what could be better, and how we can better support you at work. Your responses help shape how each service area moves forward.

With the next survey coming up in September 2025, we’re sharing a short series of conversations with our Senior Leaders. Each one is a chance to hear how they listened to your feedback and what they’ve done since last year’s survey.

Each service area has its own priorities, challenges and successes. These interviews highlight what’s changed, what’s still to come, and how your voice has made a difference.

We spoke to Isabel Brown, Head of Infrastructure Support to hear about the commitments the team has been introducing in 2025.

Hello Isabel. What were the highlights from the 2025 colleague survey that your team has been recognising?

The survey results showed that it is important we celebrate the hard work across the teams and successes we achieve in delivering and influencing change across our estate in supporting and improving service areas. This is being done by ensuring we share our stories of successful delivery at team meetings and ensuring that our successes are shared with the wider EMT and at a work force level via the weekly bulletin and Colleague Information pages.

What else have you and your team been working on improving?

We are committed to fostering a culture of continuous learning and development across individuals and teams. Our focus is on strengthening existing knowledge while cultivating new skills that support and enhance the work we do across the business. To achieve this, we actively identify opportunities for professional growth and appoint representatives within each team to coordinate a structured programme of lunchtime seminars and learning workshops. These sessions are scheduled throughout the calendar year to ensure consistent and meaningful development for everyone in the team.

And what did you decide to start doing in 2025?

One of the most important things that was highlighted across the workplace is recognising forms of bullying and harassment. We’re committed to tackling this by addressing concerns face on, ensuring we create an environment where staff feel confident to speak up and highlight any issues within a safe, supportive workplace. The management team is bringing teams closer together to improve communication, relationships and knowledge. We continue to demonstrate and champion the core values as outlined in Glasgow Life’s behaviours framework – how we conduct ourselves and the attitudes we expect.