DPD's Senior Management Team supports a number of its strategic initiatives, which demonstrates its commitment to the values of the organisation, with the main two examples being the Corporate and Social Responsibility (CSR) Programme and the Corporate Induction. The SMT supports CSR through the work that they do with a local school called Phoenix Collegiate. The SMT attend a ‘Dragon's Den' competition where they meet and review students' business plan ideas that they have worked on during the year. The SMT then give marks on different aspects of the business plan and an overall winner is announced. As part of their Induction Programme new starters are invited to meet the SMT at an event called Corporate Induction, where they have the opportunity to discover more about the business. They are introduced to the company's DNA (core values) as well as meeting DPD's CEO, Dwain McDonald. Each member of the SMT delivers a presentation about their function, followed by a Q&A session to give new starters a better understanding of DPD. Dwain also engages with colleagues within the business through the Winter Conference and DPD's annual business communication cascade called DNA. At the Winter Conference, Dwain cascades upcoming strategies for the business. DPD's DNA is an annual cascade of information to all employees within the company. Its objectives are, like the Winter Conference, to communicate business priorities and strategies. Dwain records a number of videos that are played in meetings throughout the business. The message given is always clear, with key points and a focus on the benefits of the message. Dwain also uses the Company Newsletter to engage with staff, as all employees and pensioners receive a copy. As well as all this Dwain's ethos is about getting back to 'grass roots' and he has spent a day in the call centre and he also spent a day with a collection and delivery driver, all so he could experience these roles first hand.

Darwin's CEO Paul sits on the sales floor amongst the consultants, this way he ensures that he is constantly accessible all day every day. Paul's sentiment and commitment is fully reflected in the new Darwin strapline; Collaborate and Evolve. The company collaborate with staff to help them evolve within the business. Every six months Darwin hold “15 minutes with Paul”, which takes place over a number of weeks. During this time, Paul travels around the Darwin offices and meets with every member of the business at every level. Staff are encouraged to speak to Paul about any concerns or questions they have and to offer suggestions for improvements to the working environment and business processes. The ideas and feedback is then shared with the board and Senior Management/operations teams who, in turn, take responsibility for driving through the relevant changes. This proves to staff that Darwin value their feedback.

CNG are a new and proud supporter of the Princes Trust. The Senior Leadership have just entered into a three-year partnership with the charity. Currently CNG have recruited and continue to recruit for volunteers to take part in the scheme. Roles are varied from short term roles, centred around a day on specific skills or more long term mentoring roles for which CNG will allow employee volunteers time away from their day role to meet with a young person on a regular basis to provide guidance on achieving goals, searching for jobs and supporting with interview processes. The CNG Charity Committee also come together regularly in conjunction with in-house events team to organise their part in numerous projects. Most recently the team were encouraged to support local charity shops by pairing up and purchasing an outfit for one another to wear in the office. The company have also done charity fund raising for Help the Homeless and Guide Dogs for the Blind. As detailed above the Princes Trust Partnership will provide an opportunity for CNG employees to support people who are struggling in the community to get into employment due to their past. The Works Charity are currently working on a project to build a solar school, this would be a space that would provide young people with a number of practical activities that will form their learning and skills to secure employment in the future. CNG have made an initial investment of £28,000 to the project in order to get the building and creation of the school underway. Volunteers and mentors at the works charity will then be working with young people who have struggled in mainstream education and find difficultly entering employment due to lack of qualifications.

Every single person across Celsian puts the child at the heart of every decision they make and this is within their DNA. As specialists in education recruitment, Celsian have been matching exceptional teachers and support staff with fantastic primary, secondary and SEN schools for more than 20 years. From Southampton to Gateshead, they have branches all over the UK with in-depth local knowledge and specialist insight. For teachers and support staff, they offer unique incentives like their Guaranteed Pay Scheme, Celsian School Heroes and Core Subject Bonus. And for schools, the industry-leading Children and Young People Guarantee offers a quality assurance that the people we place will improve outcomes for your pupils. Celsian are a member of APSCo which means we have been recognised as a recruitment agency you can trust, and have confidence in.

All of Celsian Consultants who are keen to move into management are invited to nominate themselves for the "Leadership Academy" which is a one-year course providing them with the skills and competencies to become leaders in the future. This is an in depth programme which sees people from across the Impellam group brands come together to develop into future leaders and learn about each other's markets to promote cross brand promotions. There are quarterly training sessions to help them achieve their aspirations. Each training day covers the tools that they need as leaders to be job ready for the challenge ahead. Managing Directors from across Impellam attend every session and deliver an informal presentation on themselves, their business and how they achieved their success. The programme culminates in a "Big Idea" project. Delegates are tasked with solving a business issue that will help add value back into their business. They present their ideas to the various Managing Directors across the group and have six months to bring them to life. Previous ideas are still alive in the business and have helped Celsian to save time, money and increase revenue.

The Senior Management Team are extremely visible to all staff and also have a friendly approach. They have an open door policy and lead by example. As part of the company's induction a corporate presentation is delivered to all new staff members, which is always conducted by a member of the Senior Management Team. During these the values of the business are described in more detail. Regular meetings are also conducted with all staff to keep them well informed about the business. Due to the various office locations and offsite training each month a webinar is presented by the Senior Management Team called Teamtalk, which informs the business about progress, profits, HR, sales, events and anything else they should be aware of. The webinar is recorded so if any staff were unable to dial in they are able to view it later. Cadline want everyone to feel engaged, regardless of their remote location, and therefore ensure regular visits occur to all offices by Senior Managers and HR alike.

Because Blue Chip Customer Engineering's mission, vision and values are intrinsically inked to all business activities, they are always on the employees' minds. The mission and vision govern the key business objectives that are set out annually and reviewed quarterly. All new starters are educated on the Company's mission and vision during the induction and all employees receive updates on how the objectives are being met throughout the year. The company values, on the other hand, support the employee performance appraisal and personal development plans tools. These are reviewed quarterly for each employee and therefore every three months each employee revisits how they display the company values in their day to day work and interactions with the customers and colleagues.

The senior management team sits with the recruitment teams in the open plan office. They do not shut themselves away in private offices. They are extremely visible and have an “open door” management policy. The whole of the senior management team, including the CEO, handle recruitment assignments and are client facing so they genuinely lead by example and thereby actively demonstrate their hands on commitment to the values of the organisation. The senior management team jointly present to the business on a quarterly and bi-annually basis to update employees on company performance, initiatives and objectives, linking all activity back to the vision, mission and values of the organisation. By so doing, they are able to demonstrate their commitment to the values of the organisation by showing trust, sharing insight, demonstrating their talent, celebrating the talent and results of the employees and proving their agility. The CEO is extremely approachable and committed to retaining Argyll Scott's talented employees. He participates in the selection process of all UK based employees and senior international employees, taking a personal interest in ensuring they can attract, hire, train, promote and retain the best talent for the business. The CEO participates in the corporate induction programme, personally explaining the mission, vision and values of the company and thereby demonstrating his commitment to them. On a daily basis, the CEO walks the floor, talking to employees, listening to their suggestions, achievements and feedback on initiatives and advising them on how to handle challenges and obstacles. The CEO hosts monthly lunches with a group of employees from across the business which provides an informal opportunity for him to gauge internal sentiment.

World Vision UK have a dedicated development programme for new and experienced managers and leaders, that aims to develop and support them in carrying out their roles within the organisation. The programme includes The Leadership Development Programme, which is designed to provide World Vision UK with a cadre of leaders who are aligned, equipped and enthused to deliver their organisational priorities, by consistently living out the company's values and Christian identity against a set of core behaviours. The Motivational Manager is a modular programme developed to support managers, at all levels, to become highly effective people managers and enable them to manage and lead their teams well. People Management Skills Workshop - a number of workshops are provided throughout the year that up-skill new managers in the use of the company's people management systems, and the way we do things, e.g. recruitment and performance management. Coaching: all senior managers are given the opportunity to receive coaching with a qualified external coach. In addition, internal mentoring and/or coaching is available for people managers at all levels. HR Business Partner Meetings: HR Business Partners provide support to all people managers through monthly one-to-one meetings. These meetings provide managers with the opportunity to seek advice, discuss development within their teams and raise any concerns they may have regarding people management. Acting Up & Secondments: when opportunities arise, managers are encouraged to act up into more senior positions and/or take up secondments into roles, which will enable and encourage their personal and professional development.

Workplace Systems Ltd believe the key to communicating the vision is firstly to involve the entire company in the development of the vision in the first instance and secondly to regularly re-enforce the vision with both new starters and existing employees. Consistent with the company culture, Workplace Systems Ltd engaged the entire company in the development of their vision statement and values. They revisit the vision annually to evaluate whether they need to pivot in certain areas; again, feedback from the entire Company is considered when making changes. Workplace Systems Ltd believe the key to communicating the vision is to discuss it regularly and to make it available in multiple media formats. The company communicate it in a number of ways: Face-to-face: the vision statement and values are communicated at offsite company events, at CEO ‘All Hands Briefings' and as a core part of the induction process, on the company intranet: the vision, business plan and values are all available on the intranet (called ‘The Bridge'). Workplace Systems Ltd use other tools, such as TribeHR, to bring the values to life using a recognition/ feedback tool called ‘Kudos', which provides an ongoing opportunity for colleagues to publicly recognise each other's efforts and identify which of the company values those efforts align with by awarding Kudos badges. During the last quarter of 2014 Workplace Systems Ltd held a ‘Values in Action' initiative to promote and recognise the colleagues who had embodied/ delivered the values in the business. These were then promoted via an on-line ‘Values in action' advent calendar.

This Christmas will be Whitespace's third charity fundraising campaign. In their first year, the team of Whitespace Elves sourced an arcade grabber machine, and worked out how their clients could control it from their own desks to program the claw to grab and deliver presents. For everyone who had a go, the company donated £1 to charity, but for skilled operators who grabbed and delivered a present, Whitespace donated £5. This all helped deliver real presents to kids who might not have received anything else. With thousands of site visitors and hundreds of participants, in only two days, Whitespace were able to donate £1,670 to Forth 1's Cash for Kids charity appeal. In 2014, Whitespace started working with global charity Mary's Meals and they realised that by joining forces, they could increase the impact of their Christmas fundraiser. The company gave Whitespace time for free and some Whitespacers also donated their own personal time out of hours. The result was the ‘One More for Christmas campaign'. The cost of a typical Christmas dinner is £16 per person. But for just £12.20, Mary's Meals can provide food for a poverty stricken child in a place of education for an entire year. So Whitespace created a virtual Christmas dinner table and invited people to set a place for £12.20. In a month the company raised over £47,000 - enough to provide 3,300 children with a daily meal for a year. For Christmas 2015 Whitespace are planning to build on this success and reach a higher target.