Skip to main content
Digital Marketplace

Beta Help us improve the Digital Marketplace - send your feedback

CreateFuture

Discovery

Complex service problems are difficult to solve when user needs, technical constraints, and delivery risks are poorly understood, undermining confidence in investment decisions. We deliver GDS-aligned Discovery phases using user research and technical assessment, applying AI-accelerated analysis to generate evidence that informs progression to Alpha and strengthens business cases.

Features

  • Define the problem, gathering evidence to validate genuine user needs.
  • As-is service visualisation prioritises interventions and clarifies technical complexity.
  • Trace impacts from people, technology, and processes to user outcomes.
  • Research and co-design with diverse, representative populations.
  • Methods: qual/quant, synthetic(AI)/traditional, moderated/unmoderated, generative/evaluative.
  • Ethical AI-accelerated research analysis and scalable insight collation.
  • Service visualisation across digital, offline, and physical touchpoints.
  • Facilitated user and stakeholder collaboration to define Alpha Go/No-Go criteria.
  • GDS-aligned delivery led by experienced UCD and research specialists.
  • Knowledge sharing to scale design operations and AI literacy.

Benefits

  • De-risk Alpha delivery through rigorous evidence and validated needs.
  • Maximise ROI by preventing investment in wrong or unfeasible solutions.
  • Clear visibility of technical, operational, and user-experience risks.
  • Evidence design decisions to assure good user outcomes.
  • Identify ways to improve products and services for users.
  • Accelerate insight generation through AI-assisted data collation and synthesis.
  • Flexible and scalable to fit your need and experience.
  • Increase stakeholder buy-in through collaboration and co-creation.
  • Ensure products/services meet GDS Service Standards, with guidance throughout assessment.
  • Upskill teams in user-centred discoveries and AI for repeatable success.

Pricing

  • Education pricing available

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at presales@createfuture.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

2 9 1 2 1 2 7 7 9 6 9 0 4 5 5

Contact

CreateFuture Susheel Dodeja
Telephone: +44 0131 339 3838
Email: presales@createfuture.com

About the service

Service categories

Cloud Support Services

Cloud Migration Planning

  • Capability analysis
  • Enterprise architecture
  • Cloud gap assessment
  • Architecture options analysis
  • Delivery Road-mapping
  • Other

Service scope

Service constraints
There are no constraints to this service.

User support

Email or online ticketing support
Yes, at extra cost
Support response times
Dependent on priority, each level has an SLA to respond to questions for example:

Priority 1 - initial response time is 30 minutes and then every 3 hours for updates
Priority 2 - initial response 3 hour and then updates every 6 hours
Priority 3 - initial response 24 hour and then updates every 12 hours
Priority 4 - initial response 48 hours and then updates every 24 hours

These can be bespoke to client needs dependant on the importance of the system.

Response times are the same for weekends, where weekend work has been contractually agreed.
User can manage status and priority of support tickets
Yes
Online ticketing support accessibility
WCAG 2.2 AA
Phone support
Yes
Phone support availability
24 hours, 7 days a week
Web chat support
No
Support levels
CreateFuture provides support as part of a project team, as an outsourced service, and/or as a fully managed service customised to buyer service requirements. We also provide transition and transformation support, and can manage environments and services either on-premises or hosted in the public cloud.

Key features include:
• GOLD, SILVER, and BRONZE support levels
• Cost per month starts at £2,500
• Proactive monitoring and alerting
• Security point of contact (SPOC) who manages your account and any escalations if needed
• 24/7/365 monitoring and management
• Real-time, automated alerting and dashboards
• Network Operations Centre service
• Licence management of components within the cloud
• Integration with Incident and Change Management tools
• Proactive capacity management
• Regular service reviews.

Supplier type

Supplier type
Not a reseller

Staff security

Staff security clearance
Conforms to BS7858:2019
Government security clearance
Developed Vetting (DV)

Pricing

Discount for educational organisations
Yes

Architecture roles

Business architect
Role level UK Rate Offshore Rate
Trainee business architect £500.00
Associate business architect £700.00
Business architect £850.00
Lead business architect £1,100.00
Data architect
Role level UK Rate Offshore Rate
Data architect £950.00
Senior data architect £1,050.00
Chief data architect £1,350.00
Enterprise architect
Role level UK Rate Offshore Rate
Enterprise architect £1,050.00
Senior enterprise architect £1,150.00
Lead enterprise architect £1,250.00
Principal enterprise architect £1,350.00
Network architect
Role level UK Rate Offshore Rate
Associate network architect £700.00
Network architect £850.00
Lead network architect £1,100.00
Security architect
Role level UK Rate Offshore Rate
Security architect £950.00
Lead security architect £1,050.00
Principal security architect £1,350.00
Solution architect
Role level UK Rate Offshore Rate
Associate solution architect £850.00
Solution architect £950.00
Senior solution architect £1,150.00
Lead solution architect £1,250.00
Principal solution architect £1,350.00
Technical architect
Role level UK Rate Offshore Rate
Associate technical architect £850.00
Technical architect £950.00
Senior technical architect £1,150.00
Lead technical architect £1,250.00
Principal technical architect £1,350.00

Chief digital and data roles

Chief data officer
Role level UK Rate Offshore Rate
Chief data officer £1,350.00
Chief information security officer
Role level UK Rate Offshore Rate
Chief information security officer £1,350.00
Chief technology officer
Role level UK Rate Offshore Rate
Chief technology officer £1,350.00

Cyber security roles

Cyber security audit and assurance
Role level UK Rate Offshore Rate
Lead cyber security audit and assurance £850.00
Principal cyber security audit and assurance £950.00
Cyber security governance and risk management
Role level UK Rate Offshore Rate
Associate cyber security governance and risk manager £650.00
Lead cyber security governance and risk manager £850.00
Principal cyber security governance and risk manager £950.00
Cyber security monitoring
Role level UK Rate Offshore Rate
Associate cyber security monitoring £750.00
Lead cyber security monitoring £850.00
Principal cyber security monitoring £950.00
Cyber security incident response
Role level UK Rate Offshore Rate
Associate cyber incident response £750.00
Lead cyber security incident response £850.00
Principal cyber security incident response £950.00
Cyber security vulnerability management
Role level UK Rate Offshore Rate
Associate cyber security vulnerability management £750.00
Lead cyber security vulnerability management £850.00
Principal cyber security vulnerability management £950.00
Cyber security digital forensics
Role level UK Rate Offshore Rate
Associate cyber security digital forensics £750.00
Lead cyber security digital forensics £850.00
Principal cyber security digital forensics £950.00
Cyber security testing
Role level UK Rate Offshore Rate
Associate cyber security testing £750.00
Lead cyber security penetration testing £850.00
Principal cyber security testing £950.00
Cyber security secure design
Role level UK Rate Offshore Rate
Associate cyber security secure systems architecture and design £850.00
Lead cyber security secure systems architecture and design £950.00
Principal cyber security secure systems architecture and design £1,050.00

Data roles

Analytics engineer
Role level UK Rate Offshore Rate
Trainee analytics engineer £500.00 £425.00
Analytics engineer £800.00 £680.00
Senior analytics engineer £900.00 £765.00
Lead analytics engineer £995.00 £845.75
Head of analytics engineering £1,050.00 £892.50
Data analyst
Role level UK Rate Offshore Rate
Associate analyst £500.00 £425.00
Data analyst £800.00 £680.00
Senior data analyst £900.00 £765.00
Principal data analyst £995.00 £845.75
Data engineer
Role level UK Rate Offshore Rate
Data engineer £800.00 £680.00
Senior data engineer £900.00 £765.00
Lead data engineer £995.00 £845.75
Head of data engineering £1,050.00 £892.50
Data ethicist
Role level UK Rate Offshore Rate
Data ethics lead £950.00
Head of data ethics £1,050.00
Data governance manager
Role level UK Rate Offshore Rate
Data governance manager £850.00
Lead data governance manager £995.00
Head of data governance £1,050.00
Data scientist
Role level UK Rate Offshore Rate
Trainee data scientist £500.00
Associate data scientist £750.00
Data scientist £950.00
Principal data scientist £1,150.00
Lead data scientist £1,050.00
Head of data science £1,250.00
Machine learning engineer
Role level UK Rate Offshore Rate
Senior machine learning engineer £950.00
Lead machine learning engineer £1,150.00
Performance analyst
Role level UK Rate Offshore Rate
Associate performance analyst £500.00
Performance analyst £700.00
Senior performance analyst £850.00
Lead performance analyst £950.00
Head of performance analysis £1,050.00

IT operations roles

Application operations engineer
Role level UK Rate Offshore Rate
Associate application operations engineer £500.00
Application operations engineer £700.00
Senior application operations engineer £800.00
Lead application operations engineer £900.00
Principal application operations engineer £985.00
Business relationship manager
Role level UK Rate Offshore Rate
Business relationship manager £600.00
Senior business relationship manager £700.00
Lead business relationship manager £800.00
Change and release manager
Role level UK Rate Offshore Rate
Configuration analyst £680.00
Change and release analyst £785.00
Change and release manager £895.00
Command and control centre manager
Role level UK Rate Offshore Rate
Operations analyst £500.00
Senior operations analyst £750.00
Operational control manager £850.00
Head of command and control £985.00
End user computing engineer
Role level UK Rate Offshore Rate
Associate end user computing engineer £500.00
End user computing engineer £750.00
Senior end user computing engineer £850.00
Lead end user computing engineer £925.00
Principal end user computing engineer £985.00
IT service manager
Role level UK Rate Offshore Rate
IT service analyst £500.00
IT service manager £750.00
Senior IT service manager £850.00
Head of IT service management £985.00
Incident manager
Role level UK Rate Offshore Rate
Incident manager £750.00
Major incident manager £850.00
Infrastructure engineer
Role level UK Rate Offshore Rate
Associate infrastructure engineer £500.00
Infrastructure engineer £800.00
Senior infrastructure engineer £950.00
Lead infrastructure engineer £995.00
Principal infrastructure engineer £1,050.00
Infrastructure operations engineer
Role level UK Rate Offshore Rate
Associate infrastructure operations engineer £500.00
Infrastructure operations engineer £800.00
Senior infrastructure operations engineer £950.00
Lead infrastructure operations engineer £995.00
Principal infrastructure operations engineer £1,050.00
Problem manager
Role level UK Rate Offshore Rate
Problem analyst £500.00
Problem manager £750.00
Service desk manager
Role level UK Rate Offshore Rate
Service desk analyst £500.00
Senior service desk analyst £650.00
Service desk manager £750.00
Head of service desk £985.00
Service transition manager
Role level UK Rate Offshore Rate
Service acceptance analyst £750.00
Service readiness analyst £750.00
Service transition manager £850.00
Lead service transition manager £985.00

Product and delivery roles

Business analyst
Role level UK Rate Offshore Rate
Trainee business analyst £400.00
Junior business analyst £500.00
Business analyst £700.00
Senior business analyst £800.00
Lead business analyst £900.00
Head of business analysis £1,050.00
Delivery manager
Role level UK Rate Offshore Rate
Associate delivery manager £500.00
Delivery manager £750.00
Senior delivery manager £850.00
Head of (Agile) delivery management £1,050.00
Digital portfolio manager
Role level UK Rate Offshore Rate
Digital portfolio analyst £500.00
Digital portfolio manager £750.00
Senior digital portfolio manager £850.00
Head of portfolio £1,050.00
Product manager
Role level UK Rate Offshore Rate
Associate product manager £500.00
Product manager £700.00
Senior product manager £800.00
Lead product manager £900.00
Head of product £1,050.00
Programme delivery manager
Role level UK Rate Offshore Rate
Programme delivery manager £1,200.00
Service owner
Role level UK Rate Offshore Rate
Service owner £1,050.00

Quality assurance testing (QAT) roles

Quality assurance testing (QAT) analyst
Role level UK Rate Offshore Rate
Tester (QAT) £500.00 £425.00
QAT analyst £650.00 £552.50
Senior QAT analyst £750.00 £637.50
Lead QAT analyst £850.00 £722.50
Test engineer
Role level UK Rate Offshore Rate
Tester (test engineer) £650.00 £552.50
Test engineer £650.00 £552.50
Senior test engineer £750.00 £637.50
Lead test engineer £850.00 £722.50
Test manager
Role level UK Rate Offshore Rate
Test manager £750.00 £637.50
Head of test £850.00 £722.50

Software development roles

Development operations (DevOps) engineer
Role level UK Rate Offshore Rate
Apprentice DevOps engineer £400.00 £340.00
Junior DevOps engineer £500.00 £425.00
DevOps engineer £800.00 £680.00
Senior DevOps engineer £950.00 £807.50
Senior DevOps engineer - management £950.00 £807.50
Lead DevOps engineer £995.00 £845.75
Lead DevOps engineer - management £995.00 £845.75
Principal DevOps engineer £1,050.00 £892.50
Principal DevOps engineer - management £1,050.00 £892.50
Frontend developer
Role level UK Rate Offshore Rate
Apprentice frontend developer £400.00 £340.00
Junior frontend developer £500.00 £425.00
Frontend developer £650.00 £552.50
Senior frontend developer £800.00 £680.00
Lead frontend developer £950.00 £807.50
Head of frontend development £1,050.00 £892.50
Software developer
Role level UK Rate Offshore Rate
Apprentice developer £400.00 £340.00
Junior developer £500.00 £425.00
Developer £650.00 £552.50
Senior developer £800.00 £680.00
Senior developer - management £800.00 £680.00
Lead developer £950.00 £807.50
Lead developer - management £950.00 £807.50
Principal developer £1,050.00 £892.50
Principal developer - management £1,050.00 £892.50

User-centred design roles

Accessibility specialist
Role level UK Rate Offshore Rate
Junior accessibility specialist £400.00
Accessibility specialist £600.00
Senior accessibility specialist £750.00
Head of accessibility £850.00
Content designer
Role level UK Rate Offshore Rate
Associate content designer £400.00
Junior content designer £500.00
Content designer £650.00
Senior content designer £800.00
Lead content designer £875.00
Head of content design £965.00
Content strategist
Role level UK Rate Offshore Rate
Content strategist £800.00
Graphic designer
Role level UK Rate Offshore Rate
Associate graphic designer £400.00
Junior graphic designer £500.00
Graphic designer £650.00
Senior graphic designer £800.00
Lead graphic designer £875.00
Head of graphic design £965.00
Interaction designer
Role level UK Rate Offshore Rate
Associate interaction designer £400.00
Junior interaction designer £500.00
Interaction designer £650.00
Senior interaction designer £800.00
Lead interaction designer £875.00
Head of interaction design £965.00
Service designer
Role level UK Rate Offshore Rate
Associate service designer £400.00
Junior service designer £500.00
Service designer £650.00
Senior service designer £800.00
Lead service designer £875.00
Head of service design £965.00
Technical writer
Role level UK Rate Offshore Rate
Technical writer £650.00
Lead technical writer £765.00
User researcher
Role level UK Rate Offshore Rate
Associate user researcher £400.00
Junior user researcher £500.00
User researcher £650.00
Senior user researcher £800.00
Lead user researcher £875.00
Head of user research £965.00

Standards and certifications

ISO/IEC 27001 certification
Yes
ISO/IEC 27001 accredited by
NQA
ISO/IEC 27001 accreditation date
Friday 21 November 2025
What the ISO/IEC 27001 doesn’t cover
Working in secure areas, equipment maintenance, outsourced development, separation of development, test and production environments.
ISO 28000:2022 certification
No
ISO 9001 certification
Yes
ISO 9001 certification accredited by
NQA
ISO 9001 accreditation date
Friday 21 November 2025
What the ISO 9001 doesn’t cover
No exclusions.
Quality management systems (QMS)
Yes
CSA STAR certification
No
PCI certification
No
Cyber essentials
Yes
Cyber Essentials Certificate Number
D749d5a5-ef48-4c52-b16c-1729af37a6f8
Cyber essentials plus
Yes
Cyber Essentials Plus Certificate Number
6c9fed1b-76be-4d9d-bd4c-bfbfccd4b160
Other security certifications
No

Social value

Mission: Kick start economic growth

To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

  • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
  • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
  • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
  • Plans to engage the contract workforce in deciding the most important workplace issues to address
  • Ensuring new workers are informed of their right to join a trade union
  • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
  • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
  • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
  • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
  • Activities to cascade good practice on fair working conditions throughout the supply chain
  • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
  • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
  • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
  • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
  • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
  • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
  • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Volunteering opportunities for staff
  • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
  • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
  • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
  • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
  • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
  • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
  • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

  • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
  • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

  • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
  • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
  • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
  • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
  • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
  • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
  • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
  • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
  • Plans for positive actions with community groups.
  • Measures for making facilities used in the delivery of the contract available for community groups, education or training
  • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
  • Plans to respond flexibly and adapt approaches to community engagement and initiatives
  • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
  • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
Mission: Make Britain a clean energy superpower

To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

  • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
  • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
Mission: Break down barriers to opportunity

By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

Policy Outcome 6: Employment and training: For those who face barriers to employment

  • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
  • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
  • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
  • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
  • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
  • Introducing transparency to pay and reward processes
  • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
  • Working conditions which promote an inclusive working environment and promote retention and progression
  • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
  • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
  • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

  • Understanding of the issues affecting the development of new skills by target cohort
  • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
  • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
  • Understanding of issues relating to entering the contract workforce
  • Creation of outreach activities to create a pipeline of employees for the future contract delivery
  • Content of the outreach activity is designed to suit the target cohort
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
Mission: Build an NHS fit for the future

That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

  • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
  • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
  • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
  • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at presales@createfuture.com. Tell them what format you need. It will help if you say what assistive technology you use.