Our organisational values are key to our way of working and outline how members of the public, service users and staff can expect to be treated when engaging with PBNI. Our values are supported by guiding principles. Our values act as the foundation for our principles. Board members and staff also adhere to the ‘Nolan principles of public life’ which are the basis of the ethical standards Board members and those employed in probation are expected to adhere to. Social work staff also adhere to social work standards.
VALUES
Respect
We will treat everyone with respect and dignity at all times and value diversity and differing viewpoints. This includes believing that all people, given the right circumstances, have the ability to change their lives.
Integrity
We will act in a way that engenders trust with all. We will be honest in what we say and do.
Openness
We will encourage people to speak up and make suggestions about practice, and we will be open about our decision making.
Accountability
We will be accountable to the public for our decisions and actions.
Compassion
We will act with compassion which is the foundation on which positive relationships are built.
PBNI GUIDING PRINCIPLES
Trauma Informed
We are committed to becoming a trauma informed organisation. This means that we aim to realise the widespread impact of trauma and to recognise the signs and symptoms of trauma and adversity in those we engage with, as well as our colleagues. Over the period of this plan we will embed the principles of a Trauma Informed Approach across our entire organisation in a manner that actively resists causing further harm or retraumatisation. The six principles of a Trauma Informed Approach are:
Safety: Throughout the organisation, staff and service users feel physically and psychologically safe. Feeling safe is the foundation for building trust, developing meaningful relationships with others, engaging fully, and feeling seen and heard. Adopting this principle means being thoughtful and responsive to how we experience our environment, how we interact with each other and how we deliver our services.
Trustworthiness: Throughout the organisation, services, practices, decisions, policies and procedures are conducted with transparency and the goal of building and maintaining trust among staff, service users and others we engage with. Adopting this principle means that our organisation is clear and open about what we do, our decisions, our boundaries and our actions. This is to help build trusting relationships and create a culture of respect, honesty, transparency, openness and consistency.
Choice: Throughout the organisation, choice means giving people clear, honest options and involving them in decisions that affect them. It’s about listening to what people want and need and helping them feel in control. After adversity or trauma, the predominant experience can be the feeling of a lack of control. Such negative experiences can result in disengagement from systems, a feeling of not being listened to and not having a choice in matters that affect their lives. Adopting this principle means that when individuals and staff are offered choice, no matter how big or small, this can support the individual to experience a sense of control in what happens next. Even small choices can help rebuild a sense of control and safety.
Collaboration: Throughout the organisation, there is recognition that healing and engagement happens in relationships and in the meaningful sharing of power and decision making. Adopting this principle means you are not alone; we are in this together. It’s about creating a culture where everyone feels safe, seen and supported. It involves working together to make shared decisions, build trust, and value everyone’s input. It also involves actively listening, respecting lived experience, and creating opportunities for people to influence the services that affect them.
Empowerment: Throughout the organisation, individuals feel a sense of control and agency. Empowerment focuses on building on existing strengths and resources, promoting self-determination, and fostering a belief in capacity. Adopting this principle means ensuring everyone feels heard. Empowerment is not something we give; it’s something we foster by sharing power and genuinely involving others in what we do. This involves making space for people to share their thoughts and feelings and listening with care. It’s not just about hearing words; it’s about showing that we value what is being said.
Inclusion: The organisation actively moves past cultural stereotypes and biases, offers culturally responsive services and recognises and responds to historical trauma. We are required to treat people fairly and based on their needs and to make things better for staff and people who use our services. People who have experienced trauma often report a sense of isolation and exclusion from society. Adopting this principle means enhancing our understanding of our workforce and individuals served and creating a culture of acceptance, to promote growth, learning and enrichment of our communities.