Giving Something Back - The extent to which employees feel their organisation has a positive impact on society
Giving Something Back focuses on the organisation’s social responsibilities. If key factors such as ‘Leadership’ and ‘My Manager’ are performing well, it can influence the improvement of all the other factors, boosting your overall engagement.
The company has a social committee tasked with arranging all events, from summer and winter parties to dinners, bowling, competitions, karaoke and escape rooms. And staff don't need to worry about being out of pocket as there's a £250 social budget set aside for everyone.
New recruits are made to feel welcome before they start with a special pack and regular updates. On day one, they get all the equipment they need to hit the ground running and gifted merchandise. As an ice-breaker, a Q&A with them is shared on internal channels, and their manager treats them to lunch.
Employees get an annual Airtime Rewards-sponsored day to volunteer or fundraise for charity. The company donates a minimum of £500 when colleagues complete charity events. And when an employee's completed their probation, the company contributes to the charity they mentioned in their new starter Q&A.
Ashton Gate ensures a fair deal for employees by annually reviewing pay scales. In 2023, the organisation was able to enhance pay by 3% across the group, demonstrating its commitment to fair compensation.
Ashton Gate prioritises wellbeing, providing services like Health Assured and Able Futures for mental, physical, and financial advice. It also hosts Wellness Weeks, featuring activities like meditation and pilates, to promote a healthy work environment.
Ashton Gate believes in giving back to the community. Post-match day events see excess food donated to local food banks. The organisation also strives to reduce its environmental footprint through initiatives like Project Whitebeam.
The company takes a transparent approach to business with regular team catch-ups, weekly management meetings – which managers can take from to brief their staff – and monthly all-employee calls. The purpose is to update them on strategy and performance and allow them to ask questions anonymously if they’d prefer.
Employees are involved in company life before they start, with invitations to lunch and social events. During their induction period, they meet all department heads and have regular HR catch-ups. There’s also an induction survey after four weeks for the new starter to give feedback on their experience and suggest improvements.
The company’s at the start of its journey to becoming more sustainable with a new employee-led sustainability group looking into areas such as reducing carbon footprint and giving back to the community. The IT reseller is also working with local charity Young Gloucestershire and the British Red Cross as their charity partners of the year.
The Royal Mint encourages a strong team spirit. Through initiatives such as Fancy Dress Fridays and Picture of the Month competitions, The Royal Mint fosters fun and belonging within teams.
The Royal Mint prioritises employee wellbeing through its Wellbeing Plans. Initiatives such as the Golden Hour, weekly virtual yoga sessions, and rules against emailing outside of working hours, all contribute to a healthy work-life balance.
The Royal Mint remains dedicated to giving back to society. Its employees actively participate in various charity events, such as football festivals and flea markets for MIND, and work with Maggie's cancer charity.
