Giving Something Back

Recruitment

Henry Blue

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Henry Blue offers all of its employees the opportunity to travel to cities all over the world through its incentive programme. Employees who achieve their targets and live by the organisation’s values have the chance to go on overseas trips to locations including Las Vegas, New York, and Dubai.

The organisation has recently partnered with an external training programme, offering its future leaders and managers the opportunity to develop and grow as leaders. This programme helps participants to learn the skills needed to encourage and motivate their teams. As such, Henry Blue hasn’t hired any external managers, with all roles filled through internal promotion.

This year, Henry Blue is fundraising for Millennium Powerhouse Moss Side. So far, employees have raised £330 through a quiz night, volunteered for four days and helped with youth sessions, and raised money through sponsored runs at the Manchester 10K, Half Marathon, and Tough Mudder.

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Food & Drink

The Flava People

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To foster team energy and unity, the organisation hosts quarterly strategy sessions, providing a platform for collective brainstorming and goal alignment. Additionally, it organises communal cooking events and celebrations, creating opportunities for bonding and relaxation outside of work tasks.

The leadership team fosters organisational clarity through several key practices. They prioritise open and transparent communication, ensuring that all employees are kept informed about company goals, changes, and progress. This is achieved through regular meetings where updates and expectations are clearly communicated. Additionally, directors conduct quarterly strategy sessions to review and refine the company direction.

The organisation works closely with The Message Trust/Community Grocer and have sent staff out on volunteer days to take part in gardening in the community and packing in a grocer's warehouse. The Flava People also donates some of its products and a proportion of its sales to the same charity.

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Manufacturing

Innovia Films

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Innovia Films regularly undertakes salary benchmarking to ensure that employee wages are fair. In addition to this, all employees receive a Christmas hamper filled with festive treats made from Innovia Films’ products.

The organisation has implemented a set of training modules for its people managers to give them the skills they need to be more effective in their roles. Managers are given cross-functional projects to support and lead in order to challenge them in leading different teams and to improve their organisation-wide knowledge.

Innovia Films has an established Community Champions group whose role it is to lead the organisation’s charitable and community initiatives. This has included supporting the local youth centre and a number of local sports clubs.

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Education & Training

The Chelmsford Learning Partnership

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CLP encourages a sense of pride in their organisation through maintaining the unique identity and ethos of each school. The shared ethos amongst the schools fosters a sense of belonging, enabling individuals to make a difference.

CLP promotes personal growth through inspiring curiosity and a lifelong love for learning. The School Development Plan, drawn up each year, ensures that everyone's skills are utilised to their full potential.

CLP's commitment to providing an outstanding education for every child demonstrates their commitment to giving back to society. CLP believe in the power of collective growth and shared learning.

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Leisure & Hospitality

The Landmark London Hotel

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The Landmark London's commitment to society is evident in its active charity work. Team members collectively raise funds for national charity Debra, demonstrating the company's drive to give back, beyond profit motives.

The GEM reward scheme recognises and rewards exceptional performance, ensuring that employees feel fairly treated. The scheme provides tangible benefits such as vouchers, fostering a sense of fairness and appreciation.

The Landmark London's management team leads by example, fostering a culture of respect and improvement. They encourage team members to live the company's values and principles, instilling a sense of trust and support.

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Not For Profit Body's

The Chartered Institute of Building

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The Chartered Institute of Building have two recognition schemes - an ACT Award which is awarded by the Leadership Team on Global Staff Update calls every month, and an Extra Mile Award which allows for peer recognition where colleagues have gone the extra mile.

The organisation has launched a new Competency Framework which will support conversations about performance, growth and development. This year, The Chartered Institute of Building has ran a programme of people management development for all its people managers.

The Chartered Institute of Building encourages colleagues to participate in charitable or fundraising initiatives. It has a volunteering policy which allows colleagues two days of paid volunteering leave per year. The organisation has appointed a Head of Environmental Sustainability in 2023 with both an internal and external remit and have an action plan in place.

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Housing Associations

North Wales Housing

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Employees are always kept up to date on organisational developments and colleagues' good news, as well as getting the opportunity to ask questions and feedback. There's an internal comms platform where staff can post photos and share ideas, quarterly staff briefings and listening sessions, weekly team meetings and regular formal and informal one-to-ones.

Managers can access external leadership training programmes via ILM or ION. Internal masterclasses offer guidance on line management and employment processes, and all members of the Senior Leadership Team are undertaking coaching and mentoring qualifications. NWH also provides secondment opportunities and the chance to work on cross-team projects.

A focus charity is chosen annually, with the latest being RNLI Wales. There are several charity events throughout the year in and outside work. These have included dragon boat racing and family get-togethers. NWH also supports individual schemes to fundraise and organise their own community benefit events.

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Housing Associations

Melin Homes

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At Melin Homes, personal growth is integral to the work culture. Through the 'Passport to Housing' scheme, employees are assigned mentors to broaden their knowledge, fostering their professional development. The company also supports and funds professional qualifications for staff, promoting personal growth and career advancement.

The leadership at Melin Homes encourages an open, supportive culture. Senior Management Team members regularly interact with the team and ensure they are in touch with on-ground activities. The 'Diolch' initiative allows managers to recognise and appreciate the hard work of their team members, fostering a culture of support and recognition.

Melin Homes is committed to giving back to the communities it serves. Through the Jump2 fund, the company supports local organisations that improve the lives of residents. The company's annual 'Zest in the Park' event promotes the wellbeing of the local community, underlining the organisation's commitment to societal betterment.

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Health & Social Care

Inspired Villages

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Inspired Villages' commitment to wellbeing is evident in initiatives such as Time to Talk and the presence of wellbeing buddies. The company understands the importance of work-life balance and the impact of stress on personal health and performance.

Inspired Villages' leadership is demonstrated through its ambitious growth plans and commitment to employee engagement and wellbeing. The senior management team's dedication to providing first-class services and fostering a sense of community inspires trust and respect amongst colleagues.

Employees at Inspired Villages are given three days off each year to volunteer, demonstrating the company’s commitment to giving back to society. This, alongside the organisation’s aim to achieve Net Zero Carbon emissions by 2030, shows a genuine effort to contribute positively to society.

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Manufacturing

HARMAN technology

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HARMAN’s manager development programme is completely bespoke, and is delivered and composed by its inhouse team. The programme builds on external best practices, effecting management practices, and linking neuroscience with behaviours.

The organisation matches any contribution made to their chosen charity. It also continues to support CAFT (The Children’s Adventure Farm Trust).

To recognise the hard-work and success of its employees, HARMAN Technology uses a ‘thank you’ scheme where employees can receive cards and vouchers for how well they have performed and lived by the company’s values.

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What are companies doing with regards to 'Giving Something Back'

What effect will focus on the 'Giving Something Back' factor have?

Henry Blue

The Flava People

Innovia Films

The Chelmsford Learning Partnership

The Landmark London Hotel

The Chartered Institute of Building

North Wales Housing

Melin Homes

Inspired Villages

HARMAN technology

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