Induction is the process we use to welcome all new colleagues to NHS Greater Glasgow and Clyde. It can also be used when our team members transfer to a different role within our organisation or return after an extended period of absence such as maternity leave or secondment. An effective induction process should provide a variety of benefits and support our aim of delivering high quality patient care and the efficient delivery of services.
We are encouraging new employees to complete core statutory and mandatory training prior to commencement. Managers have a vital role in supporting compliance by completing this LearnPro Account Creation Form at the same time as you submit the proforma template issued by recruitment, which triggers the offer letter.
Duration of induction process
An induction process that supports colleagues must be completed by 3 months after the start date of a new role or up to a maximum of 6 months, if working part time.
NHSGGC Induction Model
NHS Greater Glasgow and Clyde has developed a six step model to support the induction process. Each step is outlined in the boxes below and provides information and resources to plan progression through a positive induction journey.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your new start as you work together to plan their personal induction journey.
All steps, with the exception of Step 4, apply to all new staff regardless of their role in our organisation.
Managers should meet with employees who are new to the role within 3 months of their start date to agree the following:
Objectives
Training that new employees must complete within their Induction period
Personal Development Plan for the coming review period.
If your new team member requires literacy/numeracy support to complete their induction programme, please click here to access additional support.
As an additional support to the resources outlined within the Induction Portal, a tutor led course is offered to managers and supervisors who are responsible for leading induction locally and supporting new colleagues, particularly those colleagues in a HCSW role. Details are noted here – Induction Training.
Dealing with press enquiries
The Corporate Communications team have developed a microsite giving advice and guidance to managers regarding media enquiries.
Induction steps
Step 1 – Organisational welcome
NHS Greater Glasgow and Clyde is a great organisation with a huge pool of terrific talent. We are committed to fairness and equality and take a zero tolerance approach to all forms of discrimination.
We have access to some of the finest facilities and resources in the country, but it is the values and attitudes we demonstrate as individuals that make the biggest difference to our patients and their families.
It is key that we are all committed to the core NHS values of: Care and Compassion, Dignity and Respect, Openness, Honesty, Responsibility, Quality and Teamwork and we use these values to guide us in all that we do.
These key messages are important for new colleagues joining our organisation, but I also believe it is important that we all remind ourselves of the opportunities we have to impact very positively on the lives of thousands of patients and their families no matter what job we do as part of NHS Greater Glasgow and Clyde.
Our organisational purpose (Mission Statement)
To deliver effective and high quality health services, to act to improve the health of our population and to do everything we can to address the wider social detriments of health which cause health inequalities.
Below are some of the frequently asked “big facts” about NHSGGC
We are the largest Health Board in the UK covering a geographical area stretching from East Dunbartonshire to Inverclyde
We deliver services in 25 hospitals, 10 specialist units, 60 health centres and clinics
We cover a core population of approx 1.2million and provide specialist services to more than half the country’s population
We have a total annual budget of £2.6 billion
We employ 44,000 staff
We are investing more than £1billion to build four new hospitals.
This induction portal is an essential part of your journey as a new colleague, ensuring that you are well informed and provided with the necessary information you need to carry out your role within NHSGGC.
As you progress through the portal, you will be guided through your induction journey by your line manager.
Step 2 – Departmental orientation
Joining a new organisation, or department, can raise a lot of questions for you. Some questions will relate to the domestic arrangements of your role and others will link to the policies and procedures that you will be expected to follow in your new role. This section provides support to work through the range of information that you will be presented with in your initial weeks with us.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your manager as you work together to plan your personal induction journey.
Employee Voice – Speak Up!
We support our staff to speak up and feel that their voice can be heard. There are a number of ways any staff member can do this including through your line manager, human resources or through Confidential Contacts. You can find a list of all the different Speak Up services and support on our Intranet.
In particular, if you identify any issues that relate to patient safety, you can raise this with your line manager. If you would rather do this confidentially, you can use our Whistleblowing service. If you raise an issue via Whistleblowing, this will be kept entirely confidential. You can access advice on Whistleblowing via our Confidential Contacts who offer a safe space for colleagues to discuss their concerns confidentially and be signposted to the appropriate next steps for help if required. The new National Whistleblowing Standards for the NHS in Scotland came into force in 2021 and apply to anyone working to deliver NHS services. It’s important that you know what options you have to raise a concern in confidence and in a protected way.
We work in partnership with a number of Trade Unions and professional organisations who represent employees and will support you if you want to raise issues or make a formal complaint. You can find a list of those organisations on our intranet. You can also join one of our staff led equalities groups, who advocate on behalf of staff with disabilities, BME staff and LGBTQ+ Staff. You can find contact details and more information about them on HR Connect.
Supplementary information to guide your discussion together can be found below and your manager will guide you to the appropriate information for your role.
The Staff Health Strategy Mental Health and Wellbeing Group are very keen to highlight and support the messages contained in this ‘Going Home Checklist’.
At this difficult time when we are so focussed on the wellbeing of our patients, it is also important to support and look after each other.
Please take a moment or two to consider these messages and pass this on to all colleagues.
Step 3 – Statutory and Mandatory training
At this step of the Induction process, your manager will direct you to the Once for Scotland Statutory Mandatory training modules that all colleagues in NHSGGC must complete. In line with the 2023/2024 Agenda for Change pay agreement, staff should be allocated time during working hours to complete their Mandatory training.
Once for Scotland – Fire Safety (Refresher period every 2 years)
Once for Scotland – Cyber Security (Refresher period every year)
Once for Scotland – Safe Information Handling (Refresher period every year)
Once for Scotland – Manual Handling (Refresher period every 3 years)
Once for Scotland – Understanding Equality, Diversity and Human Rights (Refresher period every 3 years)
Once for Scotland – Why Infection Prevention Control Matters (Refresher period every 3 years)
Once for Scotland – Fraud Awareness (Refresher period every 3 years)
Once for Scotland – Prevention and Management of Violence and Aggression (Refresher period every 3 years)
Once for Scotland – Child Protection and Adult Support and Protection (Refresher period every 3 years)
GGC: 002 Health and Safety, An Introduction (Refresher period every 3 years)
In addition to this, all Ward based staff must complete face to face evacuation training annually.
You will find the full supporting information on Statutory and Mandatory training at the following link which may be helpful to discuss with your line manager: All NHSGGC Staff.
Access to Learning
Our Once for Scotland Statutory Mandatory training modules for new and existing NHSGGC staff are available on our online learning platform, Learnpro. This can be accessed via LearnPro.
As a new member of staff you should have received a LearnPro log-in request prior to commencement (via the email address you provided to Recruitment Services). This will have allowed you to complete core statutory and mandatory training prior to commencement.
In addition to the training identified above that is for all NHSGGC staff, you may also be required to complete additional mandatory training for your role. This could be training agreed locally in your area and may be a blend of online and classroom training. Your manager or supervisor may discuss this with you at Step 6, if this is relevant to your role.
If you are a new people manager, supervisor or team leader, please discuss your people management responsibilities with your manager and ask for help and support. Also, you have to complete the New People Managers and Supervisors Induction Pathway within Step 6 – Professional and Role Specific Induction.
Support
If you have any difficulty in accessing our online learning modules please contact colleagues at LE Support or by calling 0141 278 2700, option 3.
Step 4 – Health Care Support Worker induction standards and code of conduct
Are you a Health Care Support Worker (HCSW)?
Statutory regulation means professional registration with one of the recognised regulatory bodies within the National Health Service. These are:
General Medical Council
Nursing and Midwifery Council
Health and Care Professions Council
General Dental Council
General Pharmaceutical Council,
General Optical Council,
General Osteopathic Council.
If you do belong to one of the above professional regulatory bodies, you are not defined as as a HCSW and you can now progress to Step 5 in your induction journey.
You do not need to take any action outlined in this section. This is because you will have already agreed to a Code of Conduct set out by the regulatory body you belong to and this will govern the behaviours that the regulatory body expects you to display within your role. You may also have to participate in regular CPD and/ or revalidation activity which will ask you to produce evidence against competencies set by the regulatory body.
Is there anyone else excluded from the HCSW process?
In addition to registered healthcare professionals, the HCSW Workbook and Code of Conduct do not apply to unpaid volunteers, staff working under certain specific contractual arrangements or to staff who have a pay banding 8B or above. However these colleagues will still have to complete an induction journey based on the previous steps in the Induction Portal and worked with their manager to sign off their induction programme.
I don’t belong to any of these groups – what do I need to do?
If your role is not currently regulated by any of the professional bodies or other categories above, then you are identified as a Health Care Support Worker.
The term “Healthcare Support Worker” or HCSW can be misleading as most people believe it to only apply to people who work within a clinical environment. The term HCSW covers a very wide range of roles, both clinical and non-clinical.
As a HCSW, you will need to complete the HCSW Workbook and also sign up to the HCSW Code of Conduct. The HCSW Workbook contains a series of questions which you must answer. These questions are based on a set of mandatory induction standards which have been set out by the Scottish Government. The HCSW Code of Conduct contains a set of behaviours, competencies which you should demonstrate on a day to day basis in your role. Both these elements need to be completed as part of your induction.
Quality Assurance
To ensure consistency and to improve compliance we may ask to see completed workbook(s). These will be chosen at random.
To ensure that your induction journey is complete you should meet with your manager or supervisor and check that the following parts of the process are now signed off and achieved:
Make sure you have completed all sections of the Induction check-list, including dates of achievement and you have ticked the box for each section.
If you are a Health Care Support Worker, ensure that your HCSW workbook is completed, reviewed and signed off and you have read and understood the HCSW Code of Conduct
Your manager or supervisor will complete the new online form to tell us that your induction has been completed.
When you meet with your manager or supervisor to complete your induction journey, remember that this is an opportunity to discuss any areas of your role that you may be unsure of and to cover your personal development plan that will support your ongoing development in NHSGGC.
If you require any professional or role specific training, your manager may now direct you to Step 6.
This workbook has been designed for all new staff working in Soft Facilities Services and enables employees to demonstrate and evidence the skills required to achieve the Healthcare Support Worker (HCSW) Induction Standards.
The staff groups who will be using this work book are from the Domestic, Catering, Security, Linen, Portering and Transport Services and the Estates areas. It can also cover other roles such as sewing room, warehousing, gardeners etc. For these job roles, it is expected that the Post-holder completes all core Dimensions and the Reviewer/Line Manager selects applicable Performance Criteria in addition.
Staff working in Soft Facilities Management (FM) roles are defined as HCSW’s because they are either:
• responsible for maintaining premises or equipment used by patients;
• involved in the preparation and delivery of goods or services to service users.
This evidence based workbook contains a record of progress and provides testimonial evidence which can be used as part of employees Personal Development Review.
We’re proud to welcome colleagues from around the world to our organisation. International staff make a vital contribution to our services and help create a diverse, skilled, and inclusive workforce. Staff and line managers are encouraged to review key induction resources specifically for overseas staff, offering practical guidance and support as you settle into your new role and life in the UK.
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Contact Details
How to contact the eESS Team. Get in touch with the eESS Team via the HR Connect Self-Service Portal which launched on 6th June 2022. (Add the link to your Favourites for easy access). Alternatively you can access the HRConnect portal via NHSGGC Favourites\Admin\HR Self Service Portal.
For urgent enquiries, or to speak to a member of the team, you can call us on 0141 278 2700 option 5. Press 1 for the eESS Support Team and Press 2 for the eESS Technical Team. The phone lines are open between 9.00am and 3.00pm, Monday to Friday.
The eESS Support Team are available to assist with Login Assistance/Password resets, Support with payroll transactions (Staff Transfers/Terminations etc), Input of Staff Engagement Forms (SEFs), Contract Amendments, Hierarchy updates and Set up of Additional Responsibilities
The eESS Technical Team are available to assist with Pending Report (failed payroll transactions), Proxy User set up and end-dating, Set up of New Positions, Set up of New Cost Centres and organisational structures
The first time you call the eESS Team, please provide some key details in relation to your role and the area where you work.
Supporting the development of your staff is an essential part of your role. It ensures your team members have the competence and confidence to provide the best possible service. This learning resource explores how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
How the Learning Resource works
The resource has 2 core elements and links to a wider learning pathway.
learnPro e-Learning Module (GGC: 384 Introduction to Personal Development Planning and Review Policy) contains a range of information and resources to provide underpinning knowledge on the KSF Personal Development Planning and Review process and on good practice in developing your staff. It can be accessed on the learnPro platform and can be found under the CPD tab.
Virtual Sessions (1.5 hours) are also available for Reviewers and Managers with the focus on the application of learning around this, in particular to:
Give participants the opportunity to reflect on their role in developing their staff
Identify ways to make reviews more meaningful in practice
Identify key actions to progress KSF PDP&R in participants own area
Who is this Learning Resource aimed at?
Any Manager or KSF Reviewer in NHS Greater Glasgow and Clyde who has responsibility for managing or reviewing NHSGGC staff in their teams. This includes Managers and KSF Reviewers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC and require to support NHS staff with their KSF PDP&R.
Pre-Requisites
For Reviewers/ Managers who are attending the Virtual Sessions within this resource, there are some pre-requisites prior to attending. They should:
Complete the learnPro e-Learning Module (GGC: 384 Introduction to Personal Development Planning and Review Policy), which provides underpinning knowledge and resources.
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner Self-Service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Monday 14th December 2026, 11.00 am – 12.30 pm (MS Teams)
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via Login (scot.nhs.uk).
If you have any queries around the KSF PDP&R process, please contact the Learning and Education Support team on 0141 278 2700 option 3.
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What is AHP Staff Bank and when will it commence?
A partnership project group was established to explore the implementation of an NHS Greater Glasgow and Clyde Allied Health Professional (AHP) Bank to support the management of both planned and unplanned staffing shortfalls across AHP services.
Building on the Board’s existing Staff Bank arrangements, the introduction of an AHP Bank provides services with greater flexibility to plan for periods of increased demand, workforce pressures, annual leave, and other absences, while maintaining safe and effective service delivery.
The AHP Bank is being introduced on a phased basis. Radiography is the first professional group to be included and is currently the only AHP profession supported through the AHP Bank. It is anticipated that the following professional groups will be incorporated in future phases of the AHP Bank rollout:
Physiotherapy
Occupational Therapy
Speech and Language Therapy
Dietetics
Podiatry
Orthoptics
Prosthetics and Orthotics
Other AHP disciplines as identified
Who can apply for the AHP Staff Bank?
Initially, the AHP Bank will be open to existing AHP staff and external candidates who are not currently employed by NHS Greater Glasgow and Clyde. It is proposed that access to the AHP Bank will be expanded in a phased manner to support workforce flexibility and service resilience across the organisation.
Due to the scale and complexity of implementation, an incremental approach has been agreed by the AHP Bank Project Group, as outlined below:
Existing AHP staff will be able to join the AHP Bank within their current professional discipline and service area. For example, a Physiotherapist working within a specific service or locality would be able to undertake Bank shifts within that same area, subject to service requirements and competency requirements.
Existing AHP staff will be able to undertake AHP Bank shifts across a wider range of services and locations, where they possess the required skills, training, and competencies.
In addition, all NHS Greater Glasgow and Clyde employees who hold the appropriate professional qualifications, registrations, and competencies will be able to apply to join the AHP Bank, further increasing staffing flexibility and supporting the delivery of high-quality patient care across AHP services.
How do I apply for the AHP Staff Bank?
AHP staff who hold a substantive post within NHS Greater Glasgow and Clyde are eligible to join the AHP Bank through the internal application process.
This is on the basis that, as Bank workers, individuals are fully supported by their substantive line manager and are able to maintain high standards of patient care within their Bank role. Prior to completing and signing the reference, managers acting as sponsors should consider the individual’s suitability to undertake AHP Bank work, including their professional registration, mandatory training compliance, clinical competencies, and ability to work safely within the requested role and service area.
Internal applicants can access the AHP Bank vacancy and application information via the internal recruitment system.
Do you receive annual leave for working on the AHP Bank?
Yes, you accrue annual leave hours whilst working on the Bank. Annual leave can be requested by email to the Staff Bank.
Bank annual leave is accrued at a rate of 12.07% or 1 hour of leave accrued for every 8.29 hours worked. A maximum of 210 hours of leave can be accrued by a bank employee in any one financial year
What do you get paid for a Bank shift?
All bank hours are paid on a weekly basis.
As AHP Bank posts are aligned to the Agenda for Change band of the role being undertaken, you will be paid the appropriate hourly rate for the Bank post, based on your pay point within that band.
Any Band 3 hours worked that attract Saturday, night, or unsocial hours enhancements will be paid at an additional 37% above your basic hourly rate. These enhancements will be shown separately on your payslip.
Any Band 3 hours worked that attract Sunday or Public Holiday enhancements will be paid at an additional 74% above your basic hourly rate. These enhancements will also be shown separately on your payslip.
Band 3 entry rate: £15.48 p/h
Band 3 top rate: £16.71 p/h
Any Band 5 & 6 hours worked that attract Saturday, night, or unsocial hours enhancements will be paid at an additional 30% above your basic hourly rate. These enhancements will be shown separately on your payslip.
Any Band 5 & 6 hours worked that attract Sunday or Public Holiday enhancements will be paid at an additional 60% above your basic hourly rate. These enhancements will also be shown separately on your payslip.
Band 5 entry rate: £18.38 p/h
Band 5 mid rate: £19.63 p/h
Band 5 top rate: £22.89 p/h
Band 6 entry rate: £23 p/h
Band 6 mid rate: £24.01 p/h
Band 6 top rate: £28.89 p/h
Unsocial Hours Enhancements
All time worked on Saturdays (midnight to midnight):
All time worked on weekdays between 8.00pm and 6.00am
All time worked on Sundays (midnight to midnight)
All time worked on Public Holidays (midnight to midnight)
If I join the AHP Staff Bank, does my payroll number change?
A post with the Staff Bank is considered a second job, and therefore, you will retain your existing payroll number for your substantive role, and you will be assigned a new payroll number for your AHP bank role.
Furthermore, you will also receive the terms and conditions of employment for your AHP bank role.
Are there any tax implications if I join the AHP Staff Bank?
A post with the Staff Bank is considered a second job and can increase your overall tax liability, but understanding how to manage your personal allowance and tax codes can help you minimise any impacts. Further information is available via: Tell HMRC if you have a new job or more than one job – GOV.UK
How do I book an AHP bank shift?
Shifts can be booked via the Loop app or via the Staffbank Contact Centre on 0141 278 2555. The call handler will check to see what shifts are available on your provided dates and offer them to you. The more flexible you are the more work we will be able to offer you.
Can I change a booked shift for another shift elsewhere?
No, once you have committed to a shift the Staff Bank’s expectation is that you complete the booked shift.
Can I refuse to move wards/site from the ward/site I was originally booked for?
No, once a bank worker has accepted and agreed to undertake a shift, there is an obligation to work with the local management team in delivering patient care. This may involve being redeployed to other areas.
What happens if I need to cancel my shift?
To maintain high standards of patient care and staff safety, all Bank workers are required to follow the cancellation process when unable to attend a booked shift. During opening hours (8.00am – 8.00om, 7 days a week), please contact the Bank Office directly at 0141 278 2555. If you need to cancel outside of these hours, notify the clinical area at the earliest opportunity and follow up with the Bank Office when it reopens.
I am a member of Scottish Public Pension Agency (SPPA). What are the pension implications?
If your substantive post is full time 37 hours (36 from 01.04.26) the maximum contributions an employee can pay is on 37 hours, therefore any Bank post is exempt from SPPA contributions. Or, if your substantive post is less than full time, the hours worked up to the equivalent of 1929 per annum (1877 from 01.04.2026) would attract SPPA contributions. The auto enrolment for SPPA is activated with all contracts within NHS Scotland. Therefore, if you wish to opt out you must complete the opt out form, even if you have already completed one for your substantive role.
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Below you’ll find links to various NHS Scotland/NHSGGC brand resources. They must be used responsibly and in line with the NHS Scotland Brand Guidelines. If you have any question or you’re unsure, email the Corporate Communications Senior Graphic Designer.
Text messages play an important role in keeping patients informed about appointments, waiting lists and services.
More than 47 million patient text messages were sent across NHS Greater Glasgow and Clyde during 2025/26. With SMS now used so widely, it is important that every message is clear, concise and easy to understand.
Our ‘K.I.S.S. – Keep It Short and Sweet‘ campaign encourages everyone who writes or sends patient text messages to ask:
Can this be shorter?
Can this be clearer?
Shorter text messages are often clearer and easier for patients to understand, helping them quickly find the key information and any actions required. Keeping messages to 320 GSM-7 characters or fewer could also save around £250,000 each year.
Why clarity matters
Long or complicated text messages can make it harder for patients to understand:
Why they are being contacted
Which service is contacting them
What they need to do
When they need to act
Where they can find further information
If the original message is unclear, patients may need to contact the service for an explanation. A short, well-structured message can help avoid confusion and unnecessary follow-up.
Short does not mean leaving out essential information. It means prioritising what the patient needs to know and presenting it clearly.
Is a text message the right option?
Before sending an SMS, consider whether another channel would work better. For example:
Could detailed information be provided through a webpage or email?
Could a recorded telephone message provide a general service update?
Has the same information already been sent through another channel?
Does the message need to be sent to every recipient?
Could an approved template be used?
The aim is not to stop using text messages. SMS remains a valuable communication tool. The aim is to use it consistently and appropriately while making every message count.
Examples for use
If a text message is the right option, here some examples you can use that meet the Keep it Short and Sweet criteria:
Bank Holiday closure
Please note that [Practice Name] will be closed on Monday [date] due to the bank holiday. If you need urgent medical advice when we are closed, contact NHS 24 on 111. In an emergency, call 999.
Closure for Staff Training
Due to staff training, the practice will be closed on [date] between [times]. For urgent medical advice during this period, call NHS 24 on 111. Thank you for your understanding.
Closure Due to Another Reason
[Practice Name] is temporarily closed today. If your issue is urgent, please contact NHS 24 on 111. We will share further information as soon as possible.
Technical Issue Affecting Contact
We are currently experiencing problems with our telephone system and may be unable to answer calls. Please use online services where available or try again later. We apologise for the inconvenience.
We are experiencing technical issues which may affect appointments and enquiries today. Please bear with us while we work to resolve this issue. Thank you for your patience.
Change or Removal of Service
From [date], [service name] will no longer be available at [Practice Name]. Further information and alternative arrangements can be found at [website] or by contacting the practice.
From [date], there will be changes to how [service name] is delivered. Please visit [website] or contact the practice for more information.
Flu Vaccination
Flu vaccinations are now available at [Practice Name]. If you are eligible and have not yet booked, please contact the practice or use our online booking service.
Seasonal Pressure Message
We are currently experiencing high demand and response times may be longer than usual. Please be kind to our staff as they work to support patients as quickly as possible.
Using Copilot to improve a message
Approved AI tools such as Microsoft 365 Copilot can help you shorten and simplify draft messages.
Try this prompt:
Rewrite this patient text message in clear, plain English. Keep the essential information and required action. Use a supportive NHS tone and limit the message to 320 320 GSM-7 characters:
[Insert draft message]
You can also ask:
Check whether this text clearly explains who is contacting the patient, why they are being contacted and what they need to do next.
Always:
Check the rewritten message carefully before using it
Confirm that dates, times, locations, telephone numbers and instructions are accurate
Follow NHSGGC information governance and AI guidance
Use only approved AI tools with NHSGGC information
NHSGGC guidance says only approved AI tools should be used on NHSGGC devices and with organisational information, including administrative, staff and patient data.
Five ways to keep messages Short and Sweet
Lead with the important information
Patients should not have to read several sentences before discovering why they have been contacted.
Instead of:
We are writing to advise you that an appointment has now been arranged for you to attend the clinic on Tuesday 15 September at 10am.
Try:
Your clinic appointment is at 10am on Tuesday 15 September.
Make the required action clear
If the patient needs to reply, call, attend or complete a form, say so directly.
Instead of:
If this appointment is no longer suitable, we would appreciate it if you could make contact with the department using the telephone number below.
Try:
If you cannot attend, please call [number].
Remove repetition
Check whether the message repeats information already included in an appointment letter, email or link.
Use plain English
Avoid jargon, unfamiliar abbreviations and overly formal wording. Write for the patient, not the service.
Check the length
Aim to keep messages to 320 GSM-7 characters or fewer. Include only the information the patient needs immediately.
K.I.S.S. – Keep It Short and Sweet. Every character counts.
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This page provides information about drug stigma including how you can help tackle it, resources, further reading and learning.
The information on this website may affect some readers. Please take care when reading. If you feel affected by what you have read, support is available.
If you, or someone you know are in distress and need an immediate response call the emergency services on 999 or NHS24 on 111.
What is Drug Stigma?
People who use drugs, people in recovery from drug use, families and communities can experience stigma.
Stigma is the social process of devaluing a person beginning with marking or labelling someone’s differences then attributing negative values to those differences. Stigma is closely linked to prejudice, stereotyping and discrimination. Stigma intersects with other ways people are disempowered and marginalised (ethnicity, gender and sexual identity among others) often increasing risk and harm.
Tackling stigma and understanding how it connects to other ways people are disadvantaged, is vital to addressing drug related harm, including deaths.
Tackling drug stigma at all levels is essential to fostering an inclusive and supportive environment for people who use drugs and helps people feel a greater connection to society, more included and more likely to access treatment and support for recovery.
How can you get involved?
Recognising stigma is the first step to tackling it. When you witness stigmatising behaviour, you have a choice about the action you take. Taking action shows that stigmatising behaviour is not acceptable. We don’t all need to be experts, but we all have a role in tackling drug stigma. Understanding stigma and approaching interactions with kindness and compassion is the key.
Greater Glasgow and Clyde (GGC) Drug Stigma Action Group
The GGC Drug Stigma Action Group is a multi-agency partnership, established in 2023, bringing together statutory and third sector organisations to deliver a coordinated approach to tackling drug related stigma across Greater Glasgow and Clyde. Group membership includes:
East Dunbartonshire Alcohol and Drug Recovery Services
East Dunbartonshire Alcohol and Drug Partnership
Family Addiction Support Service
Glasgow Alcohol and Drug Partnership
Glasgow City Alcohol and Drug Recovery Services
Glasgow City Health Improvement Team
Inverclyde Alcohol and Drug Partnership
NHSGGC Alcohol and Drug Health Improvement Team
NHSGGC Prison Health Improvement Team
Police Scotland
Renfrewshire Alcohol and Drug Partnership
Scottish Drugs Forum
Scottish Families Affected by Alcohol and Drugs
Scottish Prison Service
Scottish Recovery Consortium
Simon Community Scotland
West Dunbartonshire Alcohol and Drug Partnership
With You
The group works alongside local Alcohol and Drug Partnerships (ADPs) and has links to the National Stigma Action Plan. Its work is guided by people with lived and living experience, strengthening collective action to reduce drug stigma, promote social inclusion and social justice for people who are affected by drugs.
If you are interested in joining the GGC Drug Stigma Action Group please contact ggc.mhead@nhs.scot*.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999 or NHS24 on 111.
‘Tackling Drug Stigma is Everyone’s Business’ Toolkit
On 14 July 2026, the Greater Glasgow and Clyde (GGC) Drug Stigma Action Group launched the ‘Tackling Drug Stigma is Everyone’s Business’ Toolkit.
The event brought together colleagues and partners to learn more about the toolkit, hear about its development, and discuss how it can support collective action to tackle drug stigma across GGC. Watch the film to see highlights from the event and hear some of the key calls to action.
The Drug Stigma Toolkit has been designed by the GGC Drug Stigma Action Group as a cascading and capacity building resource that aims to support partners, groups and organisations to tackle drug stigma.
Everyone who uses the toolkit is encouraged to reflect on their own attitudes and language and use this resource to start meaningful conversations within teams, services, across communities and to tackle drug stigma wherever it is encountered. By taking action together, we can help create a more compassionate and supportive response to drug harm.
The evaluation questions will help identify who is using the “Tackling Drug Stigma is Everyone’s Business” toolkit and in what settings it is being used. This will help us assess its reach, highlight any gaps, and identify which groups or settings may benefit from additional support or engagement. By collecting this feedback, we can continue to learn, improve the resources, and ensure the toolkit remains relevant, accessible, and effective in tackling drug stigma.
Thank you for taking the time to share your views.
Evaluation responses are reviewed periodically at set points throughout the year. If you have any additional feedback on the toolkit or wish to discuss anything further, please contact ggc.mhead@nhs.scot*.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999 or NHS24 on 111.
Support staff across all sectors to frame conversations about drugs and stigma
Support staff to reflect on their own practice, knowledge and attitudes
Provide practical tools to manage difficult conversations and challenge stigma
Provide education and raise public awareness of the impact of drug stigma
Workshop
The workshop is not training but is designed to raise awareness of drug stigma, the impact it can have, and what action can be taken to tackle this.
The workshop can be delivered by anyone who has an interest in tackling drug stigma. No prior experience or qualifications are required to deliver the workshop, although facilitators are encouraged to review the “Tackling Drug Stigma Is Everyone’s Business” Framing Document before delivery.
The workshop is best delivered in person but can be delivered online, if required. For those who are looking to deliver the workshop online, using a virtual learning space such as Microsoft Teams or Zoom, please ensure you follow your own organisational guidance for online delivery.
The films below have been created by people with lived and living experience across Greater Glasgow and Clyde, sharing personal perspectives on drug stigma and its impact on individuals affected by drugs.
All language and views expressed within the videos are participants own views.
‘Stigma Kills’ – This film shares how drug stigma affects both men and women, explores its impact, and highlights actions that can tackle it.
‘Stigma is a Barrier to Good Health and Quality of Life’ – This film shares how drug stigma affects women, explores its impact on women and highlights actions that can tackle it.
‘Everyone Knows Someone’ – This film shares how drug stigma affects families when a loved one uses drugs, the impact on their lives, and highlights actions that can tackle it.
‘It’s Everyone’s Business to Tackle Stigma’ – This film highlights why tackling drug stigma is essential to support people affected by drugs to access services, including actions that can tackle drug stigma in practice.
‘Words Matter’ – This film shares how drug stigma can affect people living in prison, explores its impact and highlights actions that can tackle it.
Conversation Cards
The Conversation Cards have been designed as a tool encourage conversations about drug stigma, challenge assumptions and reflect in a safe and respectful way.
Each Conversation Card links to the Framing Document, where you can explore more information to help inform your discussions – Drug Stigma Conversation Cards.
Communication Pack
Thank you for supporting the ‘Tackling Drug Stigma Is Everyone’s Business’ Toolkit. Please use our communications pack, social media assets and suggested posts to spread the word across your channels.
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Advocacy Services
An independent advocacy service/advocate can:
Listen to you
Find information to help you make decisions
Help you say what you think about your health care or treatment
Help you understand the care and support process
Challenge decisions about your care and support if you do not agree with them
Stand up for your rights
Write letters for you and attend meetings/appointments with you
If you or someone you know is affected by alcohol or drugs you can access independent advocacy in your local area:
Charter of Rights for People Affected by Substance Use in Scotland | WithYou: In December 2024 The National Collaborative published a Charter of Rights for People Affected by Substance Use contributing to Scotland’s National Mission to reduce deaths and improve the lives of those impacted by substances.
National Mission on Drug Deaths: The aim of the National Mission is to reduce drug deaths and improve the lives of those impacted by drugs. This document shows how this will be done.
National Stigma Action Plan: Cross government response to the Drug Deaths Taskforce report, Changing Lives. It contains a cross government action plan, response to Taskforce recommendations and a stigma action plan.
National Trauma Transformation Programme – This website provides access to evidence-based training, tools and guidance to support trauma-informed and responsive systems, organisations and workforces in Scotland
Nominations for the Excellence Awards 2026 are now open
The Awards are designed to showcase the exceptional work taking place across NHSGGC every day, and recognise excellence in patient care, innovation, leadership, sustainability, staff wellbeing, volunteering and tackling health inequalities.
This is your chanceto celebrate the individuals, teams and initiatives making a difference across NHSGGC.
If a member of staff has made a real difference to your care or you have a colleague you think should be recognised, select the appropriate button below to place your votes.
Closing date for nominations isnoon on Friday 24 July 2026.
The People’s Choice Award recognises an individual, group, or team whose dedication, compassion, and commitment make a meaningful difference to the lives of people across Greater Glasgow and Clyde. This award celebrates those whose contributions often happen behind the scenes and may go largely unrecognised, yet have a profound impact on patients, families, colleagues, and communities.
Nominees embody the values of the NHS through exceptional care, kindness, and a willingness to go above and beyond their everyday responsibilities. Whether through small acts of support or sustained efforts that improve the experiences and outcomes of others, they demonstrate an unwavering commitment to helping people when they need it most.
This award shines a light on those unsung heroes whose work makes a real and lasting difference, inspiring others through their dedication and selfless service.
Nominations closed on Friday 24 July 2026.
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