{"id":389301,"date":"2026-05-11T12:53:22","date_gmt":"2026-05-11T12:53:22","guid":{"rendered":"https:\/\/colabstaging.co.uk\/iese2026\/?p=389301"},"modified":"2026-05-11T12:53:22","modified_gmt":"2026-05-11T12:53:22","slug":"care-england-stand-by-me-conference","status":"publish","type":"post","link":"https:\/\/colabstaging.co.uk\/iese2026\/care-england-stand-by-me-conference\/","title":{"rendered":"Care England \u2013 Stand by Me Conference"},"content":{"rendered":"

IESE Reflections<\/span><\/span>\u00a0<\/span><\/em><\/h2>\n

On 12<\/span>th<\/span>\u00a0March 2026, Care England brought together policymakers, providers,\u00a0regulators\u00a0and researchers for its \u2018<\/span>Stand\u00a0By\u00a0Me\u2019<\/span><\/i>\u00a0conference \u2013 a reflective and\u00a0timely\u00a0event that focused on the future of adult social care (ASC).\u00a0The conference created a space for honest discussion about what the sector needs most now, and what needs to change to secure sustainable, person-centred care in the years ahead.\u00a0<\/span>\u00a0<\/span><\/p>\n

Conference Context: Sector Pressures<\/span>\u00a0<\/span><\/h2>\n

Set against a backdrop of sustained workforce pressures, regulatory\u00a0change\u00a0and rising demand,\u00a0the event began with a performance from\u00a0the inspirational\u00a0Baked Bean Charity Choir. A group made up of 3 men and 3 women, all with care needs\u00a0\u2013 who sang 3 songs, with each member\u00a0performing\u00a0a solo throughout the performance. Songs included Born This Way, Sweet Dreams, and of course, Stand by Me. Their outstanding performance obtained a standing ovation from the attendees, marking a fantastic start to the event.<\/span>\u00a0<\/span><\/p>\n

The event then continued with a brief\u00a0overview of some pressing sector topics, including:\u00a0<\/span>\u00a0<\/span><\/p>\n

    \n
  • The NI contribution increases.<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
      \n
    • The climbing pressure on care providers.<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
        \n
      • Redundancies increase.<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
          \n
        • Funds are stagnating.\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n

          The Sector in Transition<\/span>\u00a0<\/span><\/h2>\n

          Throughout the day, there was a consistent theme that\u00a0emerged: Adult Social Care is\u00a0operating\u00a0in a period of profound transition. Speakers reflected on a system that had been shaped by long-standing structural pressures, but are now compounded by rising demands, ongoing policy reform, and workforce shortages.\u00a0<\/span>\u00a0<\/span><\/p>\n

          The changes and challenges that the sector faces are well documented, but the conference also highlighted how this moment in time\u00a0represents\u00a0a turning point \u2013 one which requires clarity, collective\u00a0action\u00a0and courage from all.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Discussions\u00a0underscored just how adult social care is being required to adapt at pace,\u00a0oftentimes\u00a0while also continuing to deliver critical services with limited resources.\u00a0With sector-wide funding uncertainty, regulatory changes, and\u00a0instability\u00a0surrounding the workforce,\u00a0there is demand for\u00a0both\u00a0providers and leaders to rethink\u00a0delivery,\u00a0delivery model optimisation, and accountable leadership\u00a0in regard to\u00a0making the sector sustainable for the long-term.\u00a0Meanwhile, there has been recognition that\u00a0maintaining\u00a0care standards and protecting lived experience are essential while systems evolve.<\/span>\u00a0<\/span><\/p>\n

          The conference explored how social care sits within the wider landscape of health, public service, and local government which are\u00a0all in flux. Speakers acknowledged that there is tension between stability and innovation and that transformation cannot come at the cost of safety, trust, and critically, quality. The sector\u2019s transition needs to be guided by evidence,\u00a0collaboration\u00a0and a commitment across the board to person-centred care.<\/span>\u00a0<\/span><\/p>\n

          Rather than presenting a transition as a single end goal, contributors outlined it as an ongoing process, which demands sustained leadership and an honest dialogue. In this context, the message was clear that while the system may be changing, the responsibility to stand by those who need care and support\u00a0remains\u00a0strong.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Unity,\u00a0Purpose\u00a0and Putting People First<\/span>\u00a0<\/span><\/h2>\n

          Throughout the conference there was a strong emphasis on unity and having a shared purpose across the sector. Speakers continually returned to the notion that, despite differences in\u00a0roles, perspectives or organisations, there is a collective responsibility to stand by those who\u00a0require\u00a0care. This is especially important given the period of change and uncertainty.\u00a0<\/span>\u00a0<\/span><\/p>\n

          The \u2018Stand by Me\u2019 theme was reflected in formal presentations, and in wider discussions about collaboration between regulators, providers, policymakers, and researchers. Contributors acknowledged that many of the challenges faced by the sector cannot be resolved in isolation, and that progress was dependant on relationships with understanding and trust across the sector.\u00a0<\/span>\u00a0<\/span><\/p>\n

          There was also a focus on keeping people at the heart of decisions. As the system reforms,\u00a0it will be\u00a0critical to ensure that dignity, quality of life, and lived experience stay at the forefront of focus. Person-centred care was consistently framed as being non-negotiable.<\/span>\u00a0<\/span><\/p>\n

          Together, these core points reinforced the importance of unity and people as the sector undergoes the changes brought forward by reform.<\/span>\u00a0<\/span><\/p>\n

          Reforming Regulation in Adult Social Care<\/span>\u00a0<\/span><\/h2>\n

          Chris Badger, Chief Inspector for ASC\u00a0at the Care Quality Commission (CQC),\u00a0has a strong new vision for the sector and presented his speech with a transparency that received a lot of praise.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Chris noted how more frequent inspections were necessary, and CQC is now reintroduced ASC-specific teams. There have also been improvements in who gets\u00a0assessment and\u00a0not ignoring\u00a0aged assessments. New inspections for places that have\u00a0not been inspected in some\u00a0time\u00a0are at\u00a0a high risk\u00a0and therefore need promptness and careful consideration.<\/span>\u00a0<\/span><\/p>\n

          He also noted how he has reduced the complexity of the inspection criteria form, by 10 queries, however, he is still looking at further reductions,\u00a0as he believes there are two\u00a0key points that take priority: personalisation, and safety. Chris has further increased assessments since March 2024, when there were below 100,\u00a0whereas, as of January 2026, there have been more than 300.\u00a0<\/span>\u00a0<\/span><\/p>\n

          When considering\u00a0optimisation, Chris noted he was also looking at putting things back in place that had previously worked and was not afraid of \u2018working backwards\u2019 if it aided progression.\u00a0Chris\u00a0stated\u00a0that when CQC conduct inspections,\u00a0a report of usually 20-pages\u00a0with more than\u00a09,000 words is\u00a0generated, meanwhile Ofsted conduct their\u00a0reports and produce only 1,500 words. This highlighted room for efficiency improvements and streamlining processes for\u00a0CQC, with potential for shorter, but more pointed approaches to reporting.<\/span>\u00a0<\/span><\/p>\n

          Research, Innovation and Learning in Care Settings<\/span>\u00a0<\/span><\/h2>\n

          Nuno Santos Lopes, the Director of Research and Innovation at Nightingale Hammerson, a charity care home for the older Jewish community, contributed insight into research and innovation in care homes.<\/span>\u00a0<\/span><\/p>\n

          At\u00a0Nightingale Hammerson, there is a dual focus on innovation and research.\u00a0He spoke\u00a0ab out\u00a0the value that student placements can\u00a0bring; they ask the \u2018why\u2019 questions to make you think, and often turn into full-time employees, aiding in recruitment.\u00a0The care home\u00a0adopts a proactive rather than reactive approach,\u00a0firmly believing\u00a0that research and practice advice are essential to its work.\u00a0\u00a0They have conducted 80 research studies in the past few years, with some fantastic insight.\u00a0Care home admission ages are increasing, and there are more cases of people entering care homes at a later stage of need, highlighting a requirement for more preventative care and earlier intervention.\u00a0This shows that people are typically getting more care at home, but is this sufficient?\u00a0This poses the question of how\u00a0to help those who need extra care before they get to the care home.\u00a0To combat this, the care home also\u00a0has a YouTube channel that has more than 100 videos\u00a0that provide advice, insight\u00a0and tips and tricks on how to care for someone.\u00a0\u00a0They also have\u00a0a conference they run\u00a0in house\u00a0to educate and involve everyone; previously,\u00a018 countries\u00a0attended their conference online, showing the value of the insight provided.\u00a0<\/span>\u00a0<\/span><\/p>\n

          The Fair Pay Agreement and Employee Rights\u00a0<\/span>\u00a0<\/span><\/h2>\n

          \u00a0<\/span><\/p>\n

          Charles Coleman\u00a0Manktelow\u00a0from the Department of Health and Social Care (DHSC),\u00a0brought\u00a0focus onto\u00a0the Fair Pay Agreement. He discussed how the Fair Pay Agreement (FPA)\u00a0is currently being agreed upon, including\u00a0changes\u00a0such as training,\u00a0pay\u00a0and work conditions. There is a national level of collective bargaining that is likely to occur annually to review this agreement.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Charles\u00a0stated\u00a0that this is more than just a policy for the social care sector. It\u00a0is, in fact, an employment rights policy. The goal of the FPA is to promote fairness, help recruitment and retainment, while improving working conditions. However, this\u00a0won\u2019t\u00a0come into play until 2028, and to further ensure it works as intended, everyone should be involved.<\/span>\u00a0<\/span><\/p>\n

          Leadership, Culture and Courage Under Pressure<\/span>\u00a0<\/span><\/h2>\n

          Samantha Crawley (ANLP) spoke about the sustained pressures of the sector and how good leadership provides clarity in a time that defines culture and courage.\u00a0\u00a0Samantha\u00a0stated,\u00a0<\/span>\u00a0<\/span><\/p>\n

          \u201cI dream of creating a world in which people going to a care home to live or work there are seen as, and feel, the most fortunate, happiest and fulfilled people alive today\u201d.\u00a0<\/span><\/i>\u00a0<\/span><\/p>\n

          Samantha discussed the workforce of care homes and how to change the culture. She believes\u00a0the\u00a0best approach is to alter the loudest person\u2019s belief, and the rest will follow. As\u00a0organisational cultures are typically shaped by the worst behaviour that the leader is willing to accept.\u00a0<\/span>\u00a0<\/span><\/p>\n

          Samantha mentioned Pareto\u2019s law, the 80\/20 rule wherein 80% of the time is typically spent on 20% of the people, which is not sufficient or\u00a0optimal.\u00a0<\/span>\u00a0<\/span><\/p>\n

          She later went on to speak of her\u00a0unique\u00a0business\u00a0recruitment process,\u00a0that\u00a0is\u00a0implemented in her own care homes, which\u00a0incorporates the following:\u00a0<\/span>\u00a0<\/span><\/p>\n

            \n
          1. Applicants get asked unusual questions first, such as \u2018would you talk to a stranger at a bus stop\u2019,\u00a0or \u2018do you dance in the rain\u2019?<\/span>\u00a0<\/span><\/li>\n
          2. Applicants are then invited with all other applications to attend a 3-hour event to play games and socialise \u2013 to see them as the people they are.\u00a0<\/span>\u00a0<\/span><\/li>\n
          3. After this, the applicants are then invited for an interview.\u00a0<\/span>\u00a0<\/span><\/li>\n
          4. The hiring team assesses for emotional intelligence and integrity when no one is looking.<\/span>\u00a0<\/span><\/li>\n<\/ol>\n

            The teams will additionally have monthly \u2018lessons learned labs\u2019 for everyone\u2019s attendance, where mistakes and lessons learned are discussed. This helps to build staff confidence for inspections.\u00a0<\/span>\u00a0<\/span><\/p>\n

            At the end of her talk, Samantha\u00a0concluded\u00a0that leadership is most critical under pressure, and that good leadership is a combination of openness, empathy, humanity, boundaries, standards, and listening.\u00a0<\/span>\u00a0<\/span><\/p>\n

            Looking Ahead: What the Sector Wants by 2030-2035<\/span>\u00a0<\/span><\/h2>\n

            The conference turned to look to the future, what the sector wants to see and goals for the sector to aim for by 2030-2035.\u00a0<\/span>\u00a0<\/span><\/p>\n

            Some of the aspirations of the sector\u00a0were based on\u00a0the theme of support needing to move away from commissioning by the hour and\u00a0take\u00a0a more people-centred approach.\u00a0More investment into digital and AI\u00a0assistance\u00a0was also highlighted as a sector goal, with investigation into how this can\u00a0assist\u00a0in improvements and help organisations run more effectively.\u00a0<\/span>\u00a0<\/span><\/p>\n

            Some of the main aspirations of the sector for the next 5-10 years include:\u00a0<\/span>\u00a0<\/span><\/p>\n