My Manager
Fair Deal

Fairness Counts

Pay alone doesn’t drive engagement - but perceived unfairness can quickly disengage employees. Fairness in context is what matters most.
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Heathcote & Co

The organisation has introduced a Social Committee inclusive of each department of the company. This committee is responsible for organising several events throughout the year, including two small gatherings and two large gatherings every year.
Heathcote & Co supports its local community and charities by funding charitable events for its employees by paying their entry fees. Additionally, all full-time employees receive one fully paid day a year to support a local charity through fundraising events or by volunteering their time.
Heathcote & Co have introduced a ‘Moments of Magic’ reward and recognition scheme. Everyone can write names and on what occasion they have used moments of magic. Each quarter the organisation goes through the best ‘Moments of Magic’, and the chosen one receives a £100 voucher to the restaurant of the individuals’ choice.
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Leisure & Hospitality
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Curo

Curo has a menopause support group called ‘The Menopause Café’. Staff meet monthly over coffee to share experiences and provide feedback to the organisation on things that it could do to improve menopause-related accommodations. The group have recently published the Menopause Guidelines to help colleagues and managers to provide guidance on how to manage symptoms.
Curo’s managers are trained through its SHINE leadership programme to engage their managers in key ways to become future leaders within the business. This programme includes interactive sessions from keynote speakers, a series of masterclasses, peer support through action learning sets, seminars providing space for self-reflection, and action planning.
The organisation has adopted a spot salary model; it pays for the size of the role, not the person in it. Each role profile is evaluated by a panel and then external market data of average salaries is applied based on geographical location and sector-specific comparisons.
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Housing Associations
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Chess

Chess has an initiative called Future Fit which focuses on the physical and mental wellbeing of its people. On physical wellbeing, it runs theme weeks during which it encourages its people to be active with step counting competitions, couch to 5K, and virtual exercise sessions such as pilates and clubbercise.
Chess’ People Support and Knowledge Team run quarterly 'leaders training update sessions'. These provide leadership training and updates on Best Practice. It also launched Personal Development Plans via its new HR system. These PDP's allow people to document their short, medium and long term career goals and select what tools/resources they will require to succeed.
Employees at Chess can achieve a higher basic salary through the company’s learn2earn scheme. Through Perkbox, the organisation’s people are rewarded monthly via their manager with £20 Perkbox credit to spend where they wish. Chess also runs length of service financial awards for 10 years (£500) and 15 years (£1,000).
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Technology
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big group

big group’s People Team put together a content calendar and from this produces a monthly email which focuses on a particular wellbeing area. The organisation also has a membership to Healthshield giving all employees access to paid-for benefits and private professional counselling sessions. The organisations further provides MyGym subsidised gym membership and MyHealth access.
As an employee owned business, after 6 months every employee is a beneficiary of the organisation’s employee owned trust (EOT). An additional benefit of being employee owned it that the big group can distribute its profit share on an Income Tax-free basis (excluding National Insurance) to a maximum of £3,600 per employee, per annum.
As well as regular mixers in the office, the summer and Christmas parties, and team and birthday lunches, employees can also enjoy getting to experience the account they are working on. This can be anything from attending music awards nights, hiking the mountains on a photo shoot, and attending exhibitions abroad.
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Marketing & Media Agencies
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Grampian Housing Association

The Association operates several schemes to recognise and reward employees. The instant colleague award scheme offers a voucher award and allows for team lunches as a reward for going above and beyond. It also operates Long Service Awards for staff with five or more years of service and an Annual Colleague of the Year Scheme.
Grampian Housing Association's leadership team fosters transparency and communication. The Executive Team provides updates and responds to queries during monthly Staff Development Sessions. Decisions from the Board and Board Sub-Committees are shared, and the annual Code of Conduct is refreshed and signed by employees, reinforcing behavioural expectations.
Grampian Housing Association provides a range of Wellbeing Initiatives, including sessions on alternative therapies, resilience, and positive mental health, sourced by its in-house Mental Health First Aiders. A Wellbeing Day is offered as an additional paid day off, encouraging colleagues to unwind. It also provides an Employee Assistance Programme.
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Housing Associations
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Ascentis

Ascentis invests in employees' development through its comprehensive development programme, nurturing talent and helping employees realise their ambitions, thereby enhancing job satisfaction and career progression.
Ascentis integrates sustainability within its qualifications, supporting the development of green skills and encouraging societal contribution, reflecting its commitment to positive community impact.
Ascentis offers competitive benefits, including up to 43 days of annual leave and a salary sacrifice pension scheme, ensuring employees feel valued and fairly compensated compared to similar organisations.
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Claire House Children’s Hospice

Claire House provides a Fair Deal to its employees, offering enhanced holidays, maternity and paternity pay and tax-saving schemes. These benefits demonstrate the organisation's commitment to treating its staff fairly and competitively.
Claire House is committed to giving back to society. Through events like the Claire Bear 3K, half and full marathons, Tough Mudders, and more, the organisation raises funds to support its mission.
Wellbeing is a priority at Claire House. The balance between work and home life is carefully considered, and the organisation offers schemes such as the Employee Assistance Programme to ensure the wellbeing of its staff.
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Charity's
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Marugame Udon (Europe)

The company offers a comprehensive benefits package, including free meals on shifts, generous discounts for family and friends, and access to Wagestream, indicating a fair and competitive approach to employee compensation and benefits.
Marugame Udon's commitment to environmental sustainability, reducing waste and responsible food sourcing, shows its effort to give back to society, going beyond profit motives to make a positive impact.
The company's leaders are dedicated to supporting their chimu, embodying traditional Japanese values and inspiring their teams to create Kando moments, reflecting the deep satisfaction and intense excitement of encountering something of exceptional value.
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Leisure & Hospitality
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Autosmart International

All staff and their families have access to a free, confidential employee assistance programme helpline, offering advice on legal matters, finances, stress and anxiety, relationships and more. The organisation also offers free private healthcare cover, critical illness cover, and life assurance. For many roles, flexible working practices promote a healthier work/life balance.
To encourage employee growth, Autosmart International provides a number of opportunities, including internal training, through its Autosmart Performs programme, and its cross-team projects. The skills learnt through these opportunities help its staff to develop new skills, build relationships, and support their professional growth.
As well as ensuring fair pay, the organisation prioritises regular feedback of when employees and teams have performed well. Walk through the company offices and you will see plenty of handwritten thank you notes from the managing director, long service awards on display, and team recognition trophies.
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Manufacturing
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Sleaford Quality Foods

Accredited by the Living Wage Foundation, Sleaford Quality Foods ensures fair wages and provides substantial benefits, such as a non-contributory Health Cash Plan, demonstrating the organisation’s commitment to treating employees equitably.
Sleaford Quality Foods engages in community and environmental initiatives, such as supporting local charities and striving for The Net Zero Standard, reflecting the organisation’s dedication to societal contributions beyond profit.
Employee wellbeing is prioritised through initiatives like the reduction of working hours, wellbeing rooms, and a confidential helpline, which collectively enhance work-life balance and personal health.
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Food & Drink
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Understand your organisational health across all eight factors

You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.

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