Our Bank Member survey: Promoting peer inclusion and recognition of the contribution Bank Members make 

JAN 26 Bank Member Survey

The third of the five priority areas identified from the Bank Member survey in 2024/25, was the need for promoting peer to peer inclusion to ensure Bank Members feel part of the wider NHS team. Without it, Bank Members can’t deliver safe, effective and joined-up care. The survey showed that there are still those who don’t always feel part of the ward or Trust they are working in.

Your feedback told us: 

  • You sometimes feel you are not always given the opportunity to perform a full range of tasks, in comparison to substantive colleagues.  
  • You do not always feel fully included in wider team conversations or are not always given the key information. In the instances when you are not included, this can effect morale, wellbeing and retention.

However, the good news is the vast majority of Bank Members are regularly included in conversations and handover briefings; we understand how important it is to feel integrated and respected as part of the wider team. 

How are we supporting the change you need? 

Valuing Bank Members 

  • We are regularly promoting our valued Bank Members via our Going the Extra Mile (G.E.M) and Bank Member of the Month (BMotM) programmes. These initiatives raise awareness and highlight the contribution of flexible staff. With record nominations for both GEM and BMotM in 2025, we can use the fantastic stories of how Bank Members support the ward, Trust, their colleagues and the NHS to showcase the difference you make.
  • This will include visible recognition in Trusts and national communications, highlighting the essential role you play.
  • Sharing your successes helps to shine a light on the flexible workforce and shows the positive impact Bank Members have every day.

Embedding inclusion in practice 

  • We are working with Trusts to improve everyday practices — from ensuring inclusion in team meetings and handovers, to making sure Bank Members are fairly allocated a range of different tasks.
  • We are supporting managers to recognise and ensure the importance of equity in deployment decisions.

What this means for you: 

  • You should feel more visible, valued, and included when working shifts
  • Your contributions will be continually recognised formally through awards, campaigns, and case studies
  • Over time, we expect to further build on stronger, more cohesive teams

What’s Next:

We will continue to collect and share case studies of inclusive practice from across Trusts, and we will track progress in future surveys. 

Our goal is to build workplaces where Bank Members always feel respected and supported.

Together, we will work to ensure you have all the tools you need to always deliver effective patient care.