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

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.

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.

Understanding the importance of mental health, FDB puts wellbeing at the forefront of the business. Initiatives such as counselling and occupational health are available to employees, as well as 40 in-house mental health first aiders to support those who may be struggling. Managers have also been enrolled on a mental wellbeing course to support teams.

The organisation offers a range of in-house training for all employees, including its Train the Trainer programme, for employees who wish to become a trainer, and its Transactional Management Development and Transformational Leadership Development programmes that support its talent management strategy. It has also developed in-house coaches and mentors to promote a blended learning approach.

The Charity runs social hubs for staff to share their interests and hobbies while building relationships and supporting each other. For those who love singing, there is a staff choir.

Everyone is encouraged to speak to Graham Hooper, the chief executive, and offer ideas, ask questions or raise any issues. He has introduced all-staff away days, which now take place online, and invite staff to have a say in how the organisation develops.

Seeking to provide impactful development opportunities for all, Sewell offers a range of programmes including its talent pipeline, Mentor Ship Programme, and ‘Talent takeaway’ – from which employees can choose from a menu of courses. This year the organisation placed a focus on its leadership discovery programme, inspiring and developing future leaders of the business.

For any employees struggling with their mental health there’s an increased number of mental first aiders on hand to provide support and guidance. There’s also useful resources and helpful assets on offer for all employees, including suicide awareness training, ‘Grocery Aid’, and ‘Stress Busters’.

Wellbeing is a priority for the union, which has joined up with the Mindful Employer Charter to give staff access to a 24-hour hotline, seven days a week. Staff are encouraged to take regular breaks throughout the day and support is given to managers to help them deal with those employees struggling with their wellbeing.

The organisation supports its employees’ development in a number of different ways. This includes regular opportunities for staff to attend paid-for training programmes that complement their roles. The union’s team of presidents also attends a residential programme, where external facilitators come in to deliver training and development.

This year Covéa launched ‘VIBE’, a new approach to performance management using coaching to help employees develop a leadership style to support their people in setting goals. The company also runs monthly development sessions for employees and offers Accelerate Mentoring Learning pathways to those interested in becoming a mentor or mentee.

Covéa offers a suite of wellbeing tools and services for employees, including 24-hour access to one-on-one support through its Employee Assistance Programme and internal mental health first aiders. The company has a vitality scheme that offers colleagues access to benefits such as free lunchtime workouts and opportunities to earn rewards for looking after their wellbeing.

Seafish's results-only working environment is a key attraction for staff. Having worked this way since before the pandemic, the company is committed to creating an environment where its people are trusted to take responsibility for their own success in a way that works for them.

"New squids on the block" is the name give to those joining the company. Staff comment on how friendly and welcoming the organisation is. It believes its people are its best asset and it showcases that belief throughout the recruitment and onboarding journey.

With a belief that employee development should go beyond annual appraisals, the Diocese encourages the pursuit of personal growth. The organisation’s appraisals process consists of a mid-year meeting with every employee, as well as an annual review to assess progress and create a personalised learning plan incorporating a variety of training programmes.

This year, the Diocese made employee wellbeing its top priority, providing staff with access to an Employee Assistance Programme (EAP) and a 24-hour confidential phone line to discuss any issues they are facing. The organisation’s intranet has a dedicated wellbeing section covering a variety of topics, as well as informative staff videos.

Developing-Insight sessions give staff the opportunity to find out about a project, initiative, topic, or area of the business they know little about. Recently, the Race Equality Forum hosted a session during Black History Month and the Gender Forum ran a session entitled Menopause in the Workplace.

Personal development-plan discussions identify managers' needs. They can select from modular development courses and have access to a people-manager mental wellbeing course and a society-wide Mindfulness programme. They can also be mentored through initiatives such as Mission Include, which focuses on supporting under-represented groups.

Every six months, staff receive a “thank-you” payment to reward them for their efforts throughout the year. It comes either in monetary form in their pay or as a voucher for a wide range of retailers that they can use on the company’s rewards platform.

The company is introducing a new induction and development programme and apprenticeship courses that all employees are eligible for. Training programmes are available that not only enable staff to progress within their career, but also to develop within their own roles. Managers have access to courses on the Fuse learning portal.