Camelot is the operator of The National Lottery, selling National Lottery products in an efficient and socially-responsible way to fulfil our purpose of maximising returns to Good Causes. Camelot raises around £30 million each week for National Lottery-funded projects and, to date, has raised over £40 billion in total for Good Causes.
So how do we ensure that people working here really feel connected with our purpose and mission ‘To Change Lives’? We want everyone to feel the impact of the life-changing good that they have made possible through their day-to-day work. Around 15% of our workforce are new to Camelot each year so ensuring that we find ways to connect people to our purpose and create a feeling of pride is critical. We want everyone to take advantage of two volunteering days a year to work with projects that have benefited from National Lottery funding and we find opportunities for people to experience the work of funded projects in many ways, including events, for example we recently hosted Camelot’s own ‘Big Lunch’. Of those who have volunteered, 93.6% said they felt more connected to National Lottery funded projects, while, in our separate employee survey, 88% said that our ‘purpose makes me feel good about my work’ and 87% were ‘proud to say I work for Camelot’.
As well as being led by our purpose and mission, our values help set out what we stand for as a business and guide how we operate. We encourage employees to live our values in their day-to-day work and celebrate those who continue to demonstrate these values. To give further clarity on what this means for our leaders, we have recently developed a set of leadership expectations which describe our leadership behaviours using our values as a framework. We’ll be working with our leaders over the next few months to really bring these to life.
We know that, for our people to really thrive and perform well at work, not only do they need to feel connected to the purpose of the organisation and aligned with the values of the company, they need to be able to be themselves at work. And for this to happen, we are focused on embedding wellbeing into the heart of our employee experience. So we are putting a lot of effort into creating a culture, environment and an experience that ensures our people can be their best at work, valued in their roles, and part of a diverse and inclusive community, something we think is important in enabling everyone to be the best version of themselves at work and working to ensure that Camelot is representative of the nation. Getting good data on our people is one of our first challenges, but we have already made great steps in supporting our employees to work flexibly, launching our first ‘Women in Leadership’ events, investing in Mental Health First Aid training and supporting our employees to set up their own interest groups, with the LGBTQ+ network the first to launch.
We are making great progress, with 90% of our people saying that they ‘can be myself in my team’, 86% saying that ‘working here makes me want to do the best work I can’ and 74% saying that they are ‘able to strike the right balance between my work and home life’. We know there is more to do, and across Camelot we are working together to connect our brand, purpose and internal experience to continue to make this a great place to work and ensure that everyone can see the connection to what they do and the positive impact our work has on society.
Rachel King, Group HR Director, Camelot