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

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Law

Clarion

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A programme of activities focuses on what employees say they want. Some of the most successful have included an annual company-wide team step challenge to get people moving and interactive sessions on topics such as menopause, personal safety, sleep, financial wellbeing and the effect of digital technology on mental health.
At last year's Clarion conference, staff were given two activities that focused on collaboration. They could perform a sketch, a song or some poetry, for example, to show how collaboration works at the firm. It demonstrated what was successful and where improvements could be made.
BeingCharitable, the firm's charity committee runs events, from virtual balloon races, wear red for the day, raffles and sweep stakes. Clarion has been corporate sponsor of the Jane Tomlinson 10k, in Leeds, for more than a decade. A team from the firm takes part.
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Accountancy

Price Bailey

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All members of staff are invited to join the employee share scheme once they have completed 12 months' service with Price Bailey. The scheme gives them a stake in the success of the business and recognises the value of their contribution.
Price Bailey added a circuit-breaker day to the Christmas holiday, giving staff extra time off in recognition of their hard work and commitment. The firm's IT systems were shut down to ensure everyone had a proper break from work.
Price Bailey has a fleet of electric pool cars available to all employees when they need to travel between the firm's offices or to visit clients. There has been an enthusiastic take-up of hybrid company cars. The firm also has a cycle-to-work scheme alongside paid travel when using local Park and Ride facilities.
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Housing Associations

Port of Leith Housing Association

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During the pandemic, managers held more frequent one-to-ones with staff to offer support and identify any further measures that might be taken to support wellbeing during the lockdowns. Some examples of actions taken include referring staff members to free counselling, providing information on mindfulness and other coping mechanisms, and altering workloads and objectives.
The association promotes an “open-door” approach to all members of the leadership and management teams. The chief executive, directors and managers attend team meetings across the organisation regularly. Discussion and focus groups are run, and shadowing and mentoring opportunities are offered to staff.
Funding of £150,000 was secured from the Scottish government to aid food poverty in the area. Food was distributed though a wide network of local organisations. The association topped up the amount by £57,000. It also ran a community engagement programme in Granton with Granton Gardeners.
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Recruitment

Source Group International

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Last year, SGI signed the Mental Health in Recruitment pledge, which committed it to driving change in how mental health is viewed and supported in the workplace. Employees take the lead in arranging fitness-focused activities through SGI Fitness Events, to boost physical and mental health. These include 10km runs and Tough Mudder challenges
The company supports three charities every year, such as Great Ormond Street Hospital and Meningitis Now. Last year, it raised over £6,000 through a range of events such as team runs, a Halloween event and sponsored virtual fundraisers.
Employee recognition plays a large role across the business, with individuals at all experience levels being recognised for their work and for sharing the company's values. Each month winners of the top-performer and best-improver awards are chosen across six categories.
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Retail

Cosatto

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The monthly 'Cuddle with a Cause' initiative sees the organisation donate £1000, to a charity or cause that has been nominated by one of their team members. Cosatto also works closely with a the charity Mary's Meals, donating 40 pence from every highchair they sell to feed children in education.
A monthly profit-related bonus scheme sees employees rewarded for good company performance. Based on a simple scheme relating to a published scale of profitability, employees can receive a pre-determined bonus from 10% to 40% of their monthly salary. Every employee receives the same percentage bonus, making for a rewarding and motivational initiative.
To allow staff to look after their wellbeing, Cosatto encourages going for walks, taking breaks from the screen and regular 1-2-1 sessions. A free, independent counsellor for employees and their families is available, and a 2-hours-a-day ‘no meeting zone’ has been established where no Zoom calls or face-to-face interactions can be arranged.
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Business Services

Ampersand

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As well as the group hike, Ampersand partnered with Forever Manchester for its annual October Cheer Fest. The company hosted activities including a movie marathon day, company raffle and a Halloween Spooktacular, which included a bake-off, raising £820 for the charity during the month.
Most of Ampersand's senior management team have been promoted internally. For example, the current technical director began work at the company about 10 years ago as a graduate developer. The learning and development policy encompasses on-the-job training and attending conferences. The company covers the cost and time for more extensive needs.
Flexible working, private healthcare coverage with a mental health addition and fun activities to learn more about physical and mental health are on offer. The company's main tactic is to build relationships with staff so that they feel comfortable about approaching anyone for help.
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Technology

Spitfire Audio

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The company has a new child leave policy that applies not only to biological mothers, but to males and females who adopt, foster, have a child with a surrogate, are in same-sex partnerships or are single parents. It offers 52 weeks' leave, including up to 26 weeks' leave on full pay.
As well as providing mental health first aiders and free stress counselling, Spitfire Audio runs a free "socials calendar" which offers staff a mixture of monthly wellbeing-orientated activities, such as yoga, creative opportunities, including pottery and painting, and foodie events, such as pizza-making.
The company gives more than 1% of its annual turnover to organisations that nurture the musical talents of young people, promote gender, ethnic and economic diversity in music — particularly orchestral music — and to organisations near its London headquarters, such as Saffron, which promotes gender equality in the music-tech sector.
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Technology

Inzpire

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Inzpire's first dedicated learning, Development & Talent Manager was recently introduced to the business, focusing specifically on the development and growth of its employees, and providing development opportunities for those leaving school, college and university. The company continue to focus on “on the job” training for staff, and created a virtual learning environment for all.
Inzpire sets aside a large proportion of its marketing budget to donate to charitable causes, and as well as providing financial support also provides assistance elsewhere if requested. In 2021, the company provided funding to the Julian Campbell Foundation, as well as offering up the skills of employees to drive the foundation forward.
Inzpire has ditched annual performance appraisals for regular, timely and constructive feedback as part of its management style. It believes this is a more effective way to celebrate success, address individual development needs, nip problems in the bud and deliver better results for customers.
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Property

Empiric Student Property

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Additional training, in-house or with external trainers, is offered on key aspects of managers' roles, such as health and safety, and budget and people management. All people managers must complete the Mental Health Champion course to increase their knowledge of wellbeing support for their teams and themselves.
Managers in city locations are given funding to organise social events. These may involve the community, such as a beach clean in Falmouth. During the summer turnaround, when students leave, unwanted items are given as donations to the British Heart Foundation, food banks and animal charities.
Results of the last survey were presented to the senior leadership team and then all staff. Managers use a presentation of the results at team meetings to promote discussion and give feedback on proposed improvements. The colleague forum refines actions further and discusses the next steps.
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Not For Profit Body's

Exeter College

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One of Exeter College's strategic aims is for all staff to become "digital citizens", so last year it launched its “digital futures” skills training. The four-tier programme is designed to help staff to develop and refine their digital skills, as well as inspire them to undertake the next tier.
Staff have been working hard in the urban garden on the college's Hele Road site to make it "bee friendly" and will receive a plaque of recognition for their work to support the local bee population by planting areas and creating a suitable habitat.
All new managers at the college are assigned a personal mentor, which is usually someone from a similar role but from another area of the organisation. All members of the leadership team are offered sessions with an external coach, which they can use for professional support or help with managing challenging situations.
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