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

Salary is based on role, rather than gender. Benefits include 21 days' holiday and bonus schemes that are based on performance. The company rewards staff with a £500 bonus for making suggestions that are implemented. Throughout the year, "colleagues of the month" receive a £25 Amazon voucher.

Neuven has launched a "we are listening" platform so staff can ask questions and put forward suggestions that are responded to in real time. Managers keep in touch with staff through regular one-to-one sessions, and the company's directors and chief executive, John Simmonds, check-in with staff regularly. Feedback is encouraged during the Friday update

Managers have access to a toolkit that helps them to have effective one-to-one meetings, set well-formed goals in their teams, share and manage expectations and give good feedback. They also have wellbeing training, so they can support staff, understand their own limitations and know when to make a referral.

MadeBrave runs team away-days, such as a trip to Copenhagen and a Find Your Brave Weekend, quarterly immersion weeks and team-building activities, along with other opportunities to mingle and have fun. This year, an external provider has been brought in to stage events to help to keep staff connected and engaged.

The company uses "walking meetings" to encourage staff to remain active and spend time away from desks. Paid sick leave is available from day one and free private healthcare is available to those at certain grades and to others at a reduced price.

Team spirit is seen as one of the most important skills to develop. Team-building activities challenge employees to do something that is out of their comfort zone, including raft-building, a high-ropes assault course and a visit to The Cube in Manchester, which offers mental and physical challenges in the ITV game show's Perspex boxes.

Kingdom was one of the first social landlords in Scotland to introduce dementia training to staff and the first organisation that operates across Fife to receive the Dementia Friendly Fife award. Working with Alzheimer Scotland and Fife Council it attained Dementia Friendly status.

Last year, the Kingdom Academy was launched. Its aim is to help staff achieve their potential. It covers four areas: "my induction", which includes buddy programmes and e-learning modules; "my development", which embraces job-shadowing and formal training programmes; "my future", which takes on board career journeys; and "our values", which spans the company's values.

A wellbeing activity calendar outlines the areas that will be focused on each month, including support for New Year's resolutions, lunchtime walking clubs, walking meetings, the cycle-to-work scheme, hydration awareness and flu vaccines. Managers are trained in mental health first aid and are encouraged to back home and hybrid working.

Each year, the leadership team commits to a set of priorities that focus on people. Leaders also act as role models for the company's values. The team meets daily and considers the values in all decision-making and activity.

A "lunch and learn" programme is run for staff by staff. An online learning platform contains mandatory courses as part of the induction process. Staff are encouraged to use the resources regularly. Membership of the National Council for Voluntary Organisations means all staff can access its resources.

The charity has reviewed and expanded its equality and diversity policy and refreshed its recruitment policy to be more actively anti-racist. A head of inclusion and organisational development has been recruited to drive its equality, diversity and inclusion policies. All staff and trustees have completed unconscious bias/anti-racism training.

The wellbeing group selected the menopause as an important subject to tackle last year. Menopause-awareness workshops were run. Fifty women attended across a range of ages. Men were given a separate session and 12 turned up because they wanted to learn about managing female team members going through it or how to support partners.

As part of CHP's diversity and inclusion policies, a reverse-mentoring scheme, where employees mentor a senior manager to share experiences and knowledge and remove barriers, was introduced. Employees' personal stories of their perspective on diversity and inclusion are shared on video. These include reflections on antisemitism, anxiety, autism, LGBTQ+ experiences and racial discrimination.

Blackhawk offers an onsite gym and free fitness classes. Financial wellbeing talks are also available. The company's 'Green Hero' programme encourages staff to keep active, as well as help to save the planet, by rewarding those who travel to work via a green method, including walking, cycling and public transport.

A "time for me" initiative allows people to take two hours a week to do whatever they want. The company has introduced an etiquette that governs meetings so that the number of non-effective ones has been cut. No Zoom Fridays have also reduced the amount of video calls, which were causing fatigue among staff.

Eco2Solar believes that learning and growth among staff encourages high-performance working. The company encourages all team members to be satisfied and independent. It is committed to investing in them and supporting their career goals, whether it's internal promotion, a professional qualification, an NVQ, or even the flexibility to pursue a passion project.

The organisation does not believe in performance-related pay, since it is a temporary bonus, but that staff should be paid well; increases should be permanent and included in take-home pay. A 'Kudos Board' allows employees from all areas of the business to recognise and applaud excellence, innovation, fairness and trust wherever they find it.

To help with succession planning and knowledge gaps within the business, NEG has recently introduced an internship programme, extended the number of apprenticeships it has available and sourced market experts into newly created roles. It’s also introduced internal and accredited leadership programmes and used knowledge sessions to strengthen employees’ understanding of glass.

Managers receive a variety of support to help them in their roles, which can include sponsorship for further education, mentoring programmes, job shadowing, secondments and coaching from both their own line managers and recognised coaches.