What are companies doing with regards to 'Fair Deal'

The foundation makes sure that its values, which include "striving for excellence", "inclusive" and "trustworthy", are visible to all staff and it sets out to articulate a clear vision. Staff away-days and meetings are used to convey that vision and inform employees on how the charity is performing.

There is a learning-management system containing training resources to support staff development. Learning hours, which offer bite-sized training sessions, are delivered by internal and external trainers. A dedicated group discusses how learning can be promoted within the organisation and it was responsible for creating learning champions. The foundation also has a leadership development programme.

A new People & Development Manager ensures employees know of all the opportunities available to them, from support to develop new business opportunities to taking the next step into management. There's also a mentoring programme pairing employees with a more senior colleague in another team to help build broader relationships.

Cobalt works with the Future Frontiers education charity. Its programme matches volunteers from the company with students from disadvantaged areas who may not traditionally have the same career opportunities. The project shows staff how to take the students on a four-week course to help them explore their options and broaden their horizons.

Annual awards recognise team members who exemplify the charity's values of "empowerment, respect, collaboration, compassion and passion". They are announced at an awards ceremony at the organisation's annual conference.

At the Mersey service, an area of wasteland has been turned into an allotment, where residents plant and grow vegetables. Gardening is known to be good for mental and physical wellbeing, so it benefits residents but, on top of that, excess produce is donated to the local food bank.

From day one, all employees are encouraged to reach their potential. There is flexibility to support them to develop in whatever area they choose, and job rotation is encouraged to boost skills and support succession planning. A new role has been created, focusing specifically on employee learning and development.

On passing probation, staff receive health benefits which include an Employee Assistance Programme and private health cover, with a cash-back option and the chance to add their families for a small additional cost. And working hours have been cut by one and a quarter hours a week with no change to salaries.

The monthly company-funded lunch is popular with office-based and visiting staff, as it gives them the chance to socialise and interact with people from other departments and teams. TetraMapping workshops help employees to understand their nature and that of others. They provide a learning experience that strengthens understanding of others and improves collaboration.

The Disasters Emergency Committee Ukraine Humanitarian Appeal was chosen as CitNOW Group's charity last year and various fund-raising events took place, including bake sales. Staff from across the globe also ran, cycled or swam the distance between Stirling, in Scotland, and Kyiv, in Ukraine — an impressive 3,070 miles — to help the cause.

Staff have access to an external coach for personal or career-related advice and internal counsellors, who offer counselling support or general conversation about work or personal matters. There are also Speak Up Guardians who staff can go to if they have work-related concerns that affect their health. A wellbeing app offers a variety of resources.

The trust is working to ensure its work incorporates a greener, eco-friendly output, including ground, air and water-source heat pumps, solar panels and the infrastructure to support electric vehicles. It is also working on a carbon-zero strategy and action plan.

Weekly team huddles focus on employee wellbeing, rather than performance or information sharing. Team away-days, which take place in neutral community venues, are supportive events where people feel valued. Cross-service training and working groups facilitate the mixing of staff across the charity, so that they can share experiences.

As well as charity fund-raising, n-Compass works with community organisations, taking part in forums, such as Rochdale and District Disability Action Group, to address local issues. It also collaborates on projects, including Bury Stepping Out, and engages with hard-to-reach groups such as local mosques and Bury Asian Women’s Women’s Centre.

Awareness sessions on subjects such as social wellbeing, mortgages, financial wellness, menopause, women’s health, infertility, pregnancy and baby loss, stress management, resilience, hybrid working, nutrition, children’s wellbeing, mental health in the LGBTQ+ community, anxiety, meditation and mindfulness are part of the firm's wellbeing offering.

A range of training methods are used, including formal courses, mentoring, coaching, e-learning, action-learning sets and videos. As well as structured training programmes for all areas of the business, the learning and development team provides informal training and support on demand, such as a five-minute chat before an important client meeting.