As an environmental organisation, Earthwatch recognises that their day to day operation has an impact on the local, regional and global environments. They are committed to continuous improvements in their own performance and have development policies that enable them to put in place a strategy and process by which their efforts towards sustainable environmental improvements can be measured and monitored on an on-going basis.

There are live Q&A sessions through staff meetings and in service training events. Many managers work in open plan offices alongside employees and the CEO adopts this approach as well. There are regular updates by Senior Managers and the CEO via internal newsletters.

Careers South West has a reward and recognition policy and through this maintains a reward and benefit structure that is both fair and market competitive in the South West. A fair fixed point and broad banded salary structure is in place. The organisation offer flexible working, such as working from home where required, urgent family leave, enhanced maternity and paternity leave, parental leave, term time working and casual hour contracts. Overall their reward and recognition methods help to ensure employees are able to maintain a good work/life balance which in turn supports employee wellbeing within the organisation.

British Red Cross matches funds raised by their employees for charity with no set upper limit. They protect their local community by; Providing community based first aid projects educating people in life-saving skills, enabling them to respond to emergencies in their communities and providing first aid cover at public events and Working with the schools and community education department to develop children and young people's confidence, ability and willingness to help those in need, to be more resilient and support the principle of everyone getting the help they need in crisis. They have networks across the UK, and work with area youth managers and territory youth managers in their local delivery.

The force encourages and participates in many community focused events such as cricket matches and other community cohesion opportunities which are 'no cost' engagements. The Force has a sports and social club which has a wide membership with a minimal subscription which is active in organising social events such as a recent sports day at Headquarters. On occasions where a specific team are given an award of some description the force supports them in attending the ceremony to collect the award and are accompanied by a senior officer.

The force encourages and participates in many community focused events such as cricket matches and other community cohesion opportunities which are 'no cost' engagements. The Force has a sports and social club which has a wide membership with a minimal subscription which is active in organising social events such as a recent sports day at Headquarters. On occasions where a specific team are given an award of some description the force supports them in attending the ceremony to collect the award and are accompanied by a senior officer.

The Open University has established itself as the dominant provider of open and supported distance learning in the United Kingdom and a leading player internationally. It is a vibrant academic community that combines excellence in teaching, research and logistics to provide a unique brand of supported open and distance learning to a large and diverse body of students. They are consistently achieving high rankings both in research and teaching quality assessments and are in the top three Higher Education Institutions in the UK for student satisfaction. As such, the University is a stimulating place to work for academic and support staff alike. As you might expect from an institution with a strong commitment to social justice and education for all, their employees consider themselves closely aligned to the mission of the University and are proud of its achievements.

They have developed a wellbeing pack which has been distributed to all staff highlighting the benefits and services available to all staff on their physical, emotional and financial wellbeing. Compressed working weeks, flexible working and part time working are offered where possible.

Each office across the entire organisation has its own environmental champion who is in charge of maintaining and building the commitment to sustainable working policies. They monitor closely and record all electricity, gas and water usage across each site as well as any business mileage and the amount of waste they generate. They have also introduced a cycle to work scheme in an effort to increase the amount of ‘green travel' that the business undertakes.

Employee success is recognised in monthly and quarterly reviews. For successfully achieving a large deal a ‘ring the bell' email is sent out. To bring out the best in people, staff are given flexibility and are encouraged to work in areas of ability and confidence. Solarcentury are keen to listen and engage with employees and conduct an annual survey, where results are presented and discussed at quarterly review meeting and then posted on the shared drive and intranet site.

Employees are encouraged to take part in charitable activities and are given up to 3 paid days off per year to assist them. They have taken part in a number of events including sponsored cycle rides, Big Chill festival and a PR trip to Africa which was in support of SolarAid. SolarAid was set up by the Chairman Jeremy Leggett with the companies first year profits. Solarcentury's vision is to make a big difference in attaining a cleaner world and a sustainable future. Every 6 months, the management team meet with the Environment Champion to review progress, set targets and look for ways to improve their performance in this respect. In support of their local community they also offer talks in schools work placements for students.