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What are companies doing with regards to 'Fair Deal'

Learn about the Factors Effect Model

What effect will focus on the 'Fair Deal' factor have?

Fair Deal - How happy employees are with pay and benefits

Fair Deal itself doesn’t directly influence another factor. It’s classified as a hygiene factor. Sure, doubling everybody’s salary would make them happy but it wouldn’t make them feel any better about factors such as leadership and management.

Now although pay is not an engager, it is important that pay and benefits are at the right level as to not disengage employees further.

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Charity's

Keech Hospice

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Placing a focus on personal growth, Keech Hospice care offer a wide range of development opportunities and regular training. As well as mandatory training the organisation also runs internal and external courses, as well as providing regular opportunities for staff to discuss their personal development needs.
Staff can look forward to fresh hot meals, sandwiches and snacks, thanks to Keech Hospice Care's excellent on-site catering facilities. Employee benefits also include a competitive salary with increments based on performance and training, as well as contribution pension scheme, childcare vouchers and free parking.
The hospice understands just how important it is to look after the mental wellbeing of its staff, and therefore has a dedicated support programme and an employee assistance programme which provides practical information, resources and confidential counselling to all staff and their families.
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Sciensus

Sciensus promotes wellbeing through its EAP, 'We Care' scheme and Bitesize wellness sessions. These initiatives prioritise mental health support, self-care education and work-life balance.
Sciensus’ Senior Leadership Team embodies the organisation's values, demonstrating commitment daily. This commitment is assessed during performance reviews, ensuring alignment with the company's ethos.
To support employees during financial hardship, Sciensus launched a Salary Finance scheme and a Benevolent Fund, highlighting its commitment to fair treatment and comparable pay and benefits.
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Food & Drink

Creed Foodservice

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Whilst its gender pay gap compares favourably with organisations across the UK economy and wholesale sector, Creed Foodservice is not complacent and is committed to further reducing the gap. This includes removing barriers to gender equality such as the proportion of men and women applying for roles.

In 2022, Creed launched its leadership development programme for all 34 people managers - a yearlong commitment to both online and face-to-face sessions developed in conjunction with QuoLux - a leading international consultancy and leadership development company. Modules include Leading self, Leading teams, and Leading change.

The Food Innovation Centre is used as a hub for staff to meet in a relaxed atmosphere with food provided by an executive chef team. Being named as a Top 100 Best Company to Work For in 2022 saw events bringing all departments together with raffles and events held throughout the day.

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Business Services

Certsure LLP

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Certsure LLP encourages employee development through initiatives like ILM Level 3 and 5 qualifications and mandatory 30 hours of CPD per year. Internal promotions are also prioritised with 40% of all vacancies filled internally, fostering a culture of growth and progression.
Certsure LLP's pay increase process is negotiated annually with a recognised trade union, ensuring employees receive a fair deal reflective of the current economic climate. This approach underlines the company's commitment to fair treatment of its staff.
The organisation has recently increased its support and donations by an additional £5,000 to its charity partner, the Electrical Industries Charity (EIC). The money was raised through several of external and internal activities, such as a Conference Quiz Night, Virtual Walk to Bali, and the Certsure Great Bake off.
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Not For Profit Body's

Association for Project Management

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Association for Project Management organises a range of team building activities, including quizzes, face-to-face training, and fundraising events (which always involve cake!). Employees are also regularly invited to departmental away days, wellbeing coffee mornings, and team volunteering opportunities to encourage team bonding and creative thinking.
Creating clarity has always been a priority for the Leadership Team. Town hall meetings, CEO open door sessions, intranet updates, away days, knowledge share events, departmental meetings, and CEO monthly emails are all effective and popular ways of communicating utilised by Association for Project Management to create clarity for staff.
Association for Project Management has a performance related pay scheme (PRP) open to all staff upon completion of their probationary period. PRP rewards employees for achieving their personal objectives which have been cascaded down from corporate objectives thereby contributing towards the aims of the organisation.
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Manufacturing

Sapphire Balconies

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Proactive learning and development are integral to the employee journey at Sapphire Balconies, offering cross-collaboration opportunities that empower team members to utilise their skills and advance their careers, aligning personal growth with the company’s innovative ethos.
Sapphire Balconies promotes a collaborative and enriching work environment, driven by a diverse workforce that values different perspectives, thereby enhancing team spirit and fostering a strong sense of belonging among colleagues.
Employees at Sapphire Balconies benefit from generous compensation packages and an attractive benefit programme, including health and wellness perks, ensuring fair treatment and competitive advantages compared to similar organisations.
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Consultancy

Ashton Fire Ltd

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Team spirit is nurtured through regular in-person gatherings, including quarterly meetings and social activities, which promote bonding and a sense of belonging among colleagues, whether they are working remotely or in the office.
Employees benefit from a comprehensive package, including BUPA healthcare, enhanced family leave, and a Medicash plan, offering a fair and competitive deal that underscores Ashton Fire's commitment to employee welfare.
Ashton Fire prioritises employee wellbeing with mental health first aiders and comprehensive healthcare options, ensuring that staff have the resources and support needed to maintain a healthy work-life balance.
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Telecom

PXC

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The company champions a collaborative culture, encouraging team spirit and camaraderie through regular meet-ups and events within employee networks such as Women in Tech, fostering a sense of belonging and fun among colleagues.
Employees at PXC benefit from a comprehensive package that includes flexible working options, free home fibre connectivity, and generous parental leave policies, ensuring they feel well-treated and valued compared to similar organisations.
PXC supports charitable initiatives, such as Ambitious About Autism and the annual Night of Ambition fundraising gala, demonstrating its commitment to societal contribution beyond profit motives.
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Health & Social Care

Audley Group

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Audley Group’s Appreciation programme allows any employee to show appreciation for their colleagues via its platform, Spirit. Every month, all Appreciation “Shout Outs” are entered into a prize draw where they can win one of 20 prizes.
Audley Group is supported by the Audley Academy, its internal Learning & Development team. In addition to the mandatory learning required, they create and source online content hosted on the organisation’s LMS. Audley Group also offers a wide range of Apprenticeships in partnership with carefully chosen providers to bring the best learner experience.
The Audley Foundation raises money to improve the lives of older people, particularly the lonely and less fortunate members of society. Once a year, the organisation runs a Match-Fund Challenge to raise funds for the Foundation, and Audley Group matches up to £1000 per village or office.
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Financial Services

Scottish Building Society

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The Society hosts biannual Colleague Conferences, promoting team spirit and camaraderie. Employees from across six locations come together for these events, fostering a strong sense of belonging and unity.
The Society introduced new pension and electric vehicle salary sacrifice schemes, improving their benefits offerings and showing a commitment to fair treatment of employees.
The Society shares its strategic priorities, values, and behavioural framework with employees during annual offsites. This approach ensures transparency and trust in leadership and aligns all colleagues with the Society's journey.
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