Our Values

Our values guide how we relate to each other, and inform the work we do and how we do it.

We take the initiative

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Reflect


We make time to review our work to identify opportunities, risks, and process improvements.

Clarify


We ask supportive and enquiring questions to gain clarity and use research data to guide our decisions.

Act


We are agile, responsive, and considerate of others as we act on behalf of the team with the confidence to succeed.

We lead the way

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Evolve


We set ambitious goals to grow, develop, modernise, and excel.

Contribute


We participate in creative problem solving to spark innovation and produce results.

Adapt


We recognise our strengths and challenges and welcome feedback to increase awareness, flexibility, and resilience.

We achieve our best together

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Respect


We listen and ask questions to help champion and respectfully challenge ideas, opinions, and behaviours.

Engage


We connect with and include others to build trust, understanding and clear communication.

Compassion


We care about people and their progress and believe everyone has something unique to contribute.

Our Diversity Commitment

Our purpose at Devon Air Ambulance is to end preventable death, disability or suffering through the delivery of exemplary time-critical care.
We are dispatched to help the people that need us the most. It doesn’t matter who you are, if we can help, we will help.

We think our workforce should reflect the people we serve and our community in Devon. We know that having a truly diverse and inclusive workforce is not as easy as just saying it.


We have ensured that diversity and inclusion is established in a charter, that we undertake blind recruitment processes, and that our staff are trained in diversity and inclusion awareness. This has made a positive difference, but we are not there yet. 

We know that building teams of individuals from all walks of life, backgrounds and cultures give us the best platform to learn, grow and share ideas. Inclusion is not only the right thing to do, but also the smart thing to do. We recognise that diversifying our workforce is both necessary and valuable and will ultimately ensure our organisation is fit to serve our patients and community.

So, what’s next?

We are open with where we are right now and through local engagement, working with local groups and reaching out to the communities we serve we will find ways to improve the balance of our team. We are working on our EDI roadmap and are tackling barriers that may exist, to help Devon Air Ambulance be an inclusive and supportive employer.

Our Commitment to Equality, Diversity & Inclusion


At Devon Air Ambulance, we are committed to creating a workplace where everyone feels valued, supported, and able to thrive. Equality, Diversity and Inclusion (ED&I) are central to who we are, how we work, and the experience we want every colleague, volunteer, patient and visitor to have with our organisation.


Below is an overview of the work we have undertaken so far to strengthen inclusivity across our whole charity. This is an evolving journey, and we remain committed to continuous learning and improvement.


Building an Inclusive Culture


  • We have embedded refreshed organisational Values and Behaviours designed to promote a culture of respect and inclusivity across all teams. These values shape our conversations, decisions and day-to-day- working practices.
  • As a proud member of ACEVO (Association of Chief Executives of Voluntary Organisations), we engage with sector-wide learning and initiatives designed to improve equality and diversity across charities. This partnership supports us in aligning with best practice and reflecting inclusive leadership.
  • We have also updated and published our Diversity & Inclusion Statement, making our commitment visible to all current and future employees.


Inclusive Recruitment & Fair Employment


We want every candidate to feel welcome and supported throughout their journey with us. To help achieve this:

  • All new starters complete ED&I training, and all recruiting managers undertake Unconscious Bias training.
  • We review each stage of our recruitment process through an ED&I lens, including through a multi-session working group focusing on fair advertising, selection and onboarding.
  • As part of the Show the Salary campaign, we publish salary ranges openly and do not request previous salary information. This supports transparency and reduces potential causes of pay inequality.
  • We are a Living Wage Employer, ensuring all staff and contractors receive fair pay.
  • We use blind recruitment processes and aim to create diverse interview panels.
  • We offer reasonable adjustments throughout the recruitment process in line with our Disability Confident (Level 1) status.


Fair Policies & Support for Staff


To ensure fairness in our working environment:

  • All policies undergo an Equality Impact Assessment to assess and address any potential inequity.
  • We provide clear guidance through our Anti Bullying- resources to ensure a safe and respectful working environment.
  • We have strengthened our family friendly and wellbeing provisions, including enhanced maternity, paternity, adoption and fertility- -related support.
  • Flexible working where possible is actively encouraged to help colleagues balance work with caring and personal commitments.


Championing Inclusion Across the Organisation


We recognise and celebrate diversity through:

  • Attending community events, such as Pride, to demonstrate visible allyship.
  • Proudly supporting veterans and reservists through our Silver Employer Recognition Scheme status.
  • Providing information sessions such as LGBTQIA+ inclusion and inclusive terminology.
  • Staff are encouraged to use inclusive language and pronouns, with options to include these on Teams name badges and email signatures.
  • We offer gender-neutral facilities in several locations across the organisation.
  • Job roles are advertised through accessible channels, including Job Centres, to broaden access for applicants from diverse backgrounds.


Supporting Disabled Staff & Improving Accessibility


We aim to remove barriers wherever possible:

  • As a Disability Confident employer, we commit to inclusive recruitment, offering interviews to eligible candidates and providing adjustments to support candidates and employees.
  • We removed the six month waiting period for access to occupational sick pay so staff with disabilities or long- term conditions are supported from day one.
  • Our website includes a range of accessibility features, including adjustable text size and read aloud- options.
  • Our new Occupational Health provider offers quicker access to assessments and free physiotherapy for staff.
  • We promote reasonable adjustments through policy, training and wellbeing support plans.


Women's Health & Reproductive Wellbeing


We strive to support colleagues through life events that may previously have been overlooked in the workplace.

  • We have signed the Menopause Workplace Pledge.
  • A staff -led Menopause Focus Group informed our approach and awareness work.
  • All managers undertake mandatory Menopause Awareness Training, supported by internal trainers accredited via Henpicked.
  • Fertility support has been strengthened through new guidance, clear information and paid time off for treatment.


Enhancing Wellbeing & Mental Health Support


Wellbeing is central to the employee experience at DAA.

  • We introduced Wellbeing Ambassadors across the organisation, trained in Mental Health First Aid.
  • We deliver organisation wide- wellbeing activities during key awareness events and throughout the year.
  • We hold Mindful Employer accreditation, demonstrating our commitment to mental health.
  • Staff have access to multiple support services, including counselling via Smart Clinic, Surfwell and Hastee
  • Wellness Action Plans and psychological support are available for teams who need them.
  • Our refreshed 1:1 process ensures that wellbeing conversations form a regular part of manager and staff interactions.


Looking Ahead


Our ED&I work is ongoing. We will continue to listen, learn and evolve so we can create an organisation that truly reflects and supports the diverse communities we serve.

Future Focused

Our Strategic Plan underpins our direction and helps us to work together to create the best outcomes for our patients.


The Plan is a ‘live’ document so we can respond to the changing environment in which we work. The enablers in the plan reflect our broader aims and how we want to show up in the community.


The enablers support our operational objectives, which are to end preventable death, disability or suffering from critical illness or injury by transforming time critical-care through prevention, treatment and recovery.


Each of our strategic enablers is supported by an associated committee. The People Talent and Culture committee meets quarterly to discuss topics of importance in relation to our staff and our culture. This committee has an essential role within the organisation and is made up of cross-department representatives, the CEO and some of our Board of Trustees.

People Focused

We believe our people are the key to our continued success. We seek to recruit, train, and retain the best talent, and we follow industry best practice guidelines to ensure we attract people with the knowledge, skills, and values to match our requirements and our culture. We support our managers with an in-house development programme which has been shortlisted for a CIPD award. This programme has been designed to enable our managers to be the best they can be.

Engaging Our Staff

At Devon Air Ambulance, our people are at the heart of everything we do. We believe that when staff feel listened to, valued and involved, they are better able to do their best work and feel proud to be part of our organisation.


As we continue to grow and evolve, we actively seek feedback from our colleagues to help shape how we work and how we develop our culture. We engage with staff throughout the year through surveys, consultation activity, engagement forums and open, everyday conversations. We also take part in the annual Best Companies survey, which provides independent insight into staff engagement and helps us understand the experience of working at Devon Air Ambulance.


What we hear from our people really matters. Staff feedback helps us recognise what we do well and identify where we can improve, influencing decisions about our ways of working, our people practices and how we live our values day to day. We encourage involvement from staff across all areas of the organisation and are committed to creating a supportive, inclusive and engaging workplace where everyone feels heard and respected.

Wellbeing

Our Wellbeing Statement: "At Devon Air Ambulance, we recognise that wellbeing is essential for a healthy, productive, and supportive workplace. Our commitment is to create an environment where every team member feels valued, safe, and empowered to thrive both physically and mentally. We are committed to supporting the wellbeing of all staff, recognising its impact on individual happiness and organisational success. Together, we aim to build a culture where wellbeing is not an afterthought but a shared responsibility and a core part of our values".

Health and wellbeing support includes:

Our staff wellbeing resources are available on our intranet and feature various resources and signposts relating to mental health and wellbeing.

We have a number of Wellbeing Ambassadors who are trained in different areas of wellbeing such as Mental Health First Aid who are there to provide support to colleagues and help raise awareness of health and wellbeing.

All staff have access to a free Employee Assistance Program which provides 24/7 support for counselling, legal support, financial support and much more.

Surfwell therapy is a method of intervention that uses surfing to promote psychological, physical and psychosocial wellbeing. It's there to support colleagues who are feeling confused, overwhelmed and unable to switch off, who might be seeking alternative support.

Smart Clinic offers staff free confidential access to a specialist therapist for counselling.  The service is for staff who may be experiencing a wide range of issues including depression, relationship problems, anxiety, stress and bereavement.

Martin Bell, Transformation Director

People are energised and motivated by doing great work that makes a difference. We actively support and encourage a culture that enables self-directed learning alongside collaboration.

Rob, Safety Manager

DAA is such a people focused organisation.  From my first day I have felt welcomed and part of one big team. I have been impressed by the culture of DAA too; we strive to improve performance across what is a very diverse organisation and seek to improve our people in that process.

Samantha, Retail Team

I talk about Devon Air Ambulance with pride that I am part of this fantastic charity and team. If anyone asked me if I enjoyed working for the charity, I would respond with “everyday”.

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