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

The company supplies free fruit to staff on weekly basis, operates a cycle-to-work scheme and considers all flexible working requests. In addition, a series of ‘Keep in Touch' days are available to staff who are on maternity leave.

In addition to a range of charitable events, the company spent £4,000 in 2017 to help promote safer nights out with Unite Students and sponsored St Luke's Hospice's Night Strider charity walk in Sheffield, which 1,200 people attended.

Solar takes responsibility for their environmental impact seriously. It has gained the accreditation ISO14001, which is underpinned by the following 5 core principles: reduce pollution, conserve resources, conserve energy, reduce consumption and waste and protect the Earth's ecological balance.

Solar takes responsibility for their environmental impact seriously. It has gained the accreditation ISO14001, which is underpinned by the following 5 core principles: reduce pollution, conserve resources, conserve energy, reduce consumption and waste and protect the Earth's ecological balance.

SE's strategy encourages a personal approach, they recognise working life,wellbeing, planning for the future and lifestyle. Staff are rewarded with a range of vouchers, gifts and instant recognition “Spot on” awards.

SE's wellbeing policy demonstrates their commitment to encourage a supportive environment where employees are able to seek help and advice if experiencing stress, and steps are taken to ensure the health of employees is not placed at risk through excessive workplace pressure. The company's Employee Counselling scheme gives all UK based employees access to a free, confidential counselling service, 24 hours a day (as well as face to face sessions if required). SE's Healthshield programme also gives colleagues the chance to claim money back on therapies such as massage, known to promote relaxation and reduce stress. They have a number of colleagues who are trained harassment advisors and can be contacted confidentially by anyone who feels they may be subject to harassment or bullying (in addition to support offered by line managers, HR practitioners and formal grievance processes).

As a family owned and run business, co-founder and CEO Lewis Field takes pride in treating staff as family and showing interest in them, their personal lives and their families. Lewis very much has an open door policy and welcomes ideas, innovation and suggestions from all staff.

As a family owned and run business, co-founder and CEO Lewis Field takes pride in treating staff as family and showing interest in them, their personal lives and their families. Lewis very much has an open door policy and welcomes ideas, innovation and suggestions from all staff.

‘We are Santander fortnight‘ is an annual event for colleagues in Santander to celebrate what it means to work for the organisation. During the fortnight colleagues are encouraged to take part in a range of events, such as an ‘It's a Knockout' style competition.

‘We are Santander fortnight‘ is an annual event for colleagues in Santander to celebrate what it means to work for the organisation. During the fortnight colleagues are encouraged to take part in a range of events, such as an ‘It's a Knockout' style competition.

Every year RTS Consultants arrange a company-wide event dedicated to sharing news about the company and its future, as well as having fun. In 2017, line dancing, hog roasts and bucking broncos were the order of the day, as part of their ‘Hog and Hoedown' event.

Every year RTS Consultants arrange a company-wide event dedicated to sharing news about the company and its future, as well as having fun. In 2017, line dancing, hog roasts and bucking broncos were the order of the day, as part of their ‘Hog and Hoedown' event.

The last engagement survey led directly to the organisation developing a people values framework and initiating leadership and management development training with the aim of bringing alive its vision and passion and strengthening the psychological contract between the organisation and staff.

The last engagement survey led directly to the organisation developing a people values framework and initiating leadership and management development training with the aim of bringing alive its vision and passion and strengthening the psychological contract between the organisation and staff.

A dedicated Career Support Manager creates development plans for individuals so they're supported in working towards career goals and ensuring they understand their contribution to ROQ. With 'ROQ bytes', colleagues share with each other new things they have learnt or experienced.

All employees get Fitbits and they run regular competitions to motivate everyone to be more active. Employees get personal-trainer sessions once a month after work. Collaborative working and strong relationships between colleagues are supported and there's a games room.

CEO Nigel uses quarterly company meetings to update all staff on company developments, new initiatives and future plans. He also regularly contributes to the weekly 'Despatches' company newsletter. He makes it clear that anyone can contact him directly.

CEO Nigel uses quarterly company meetings to update all staff on company developments, new initiatives and future plans. He also regularly contributes to the weekly 'Despatches' company newsletter. He makes it clear that anyone can contact him directly.

There's a cycle-to-work scheme and Redington use black-and-white, double-sided printing. They upgrade their PCs every three years and have introduced flexible working. RedSTART is the firm's own charity dedicated to financial education.

There's a cycle-to-work scheme and Redington use black-and-white, double-sided printing. They upgrade their PCs every three years and have introduced flexible working. RedSTART is the firm's own charity dedicated to financial education.