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Pride Powers Performance

When employees feel proud to work for your organisation, engagement and retention soar. Strong leadership and clarity drive that pride.
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Yorkshire Agricultural Society

The Society offers extensive training opportunities, such as the Dale Carnegie Leadership training and accredited Team Leading courses. Employees, like the Deputy Event Manager, benefit from skill development, enhancing their career prospects and feeling challenged in their roles.
The CEO's vision of creating a united team is actively pursued through structuring teams and departments, ensuring everyone understands their role in achieving the Society's strategic aims and the importance of the PROUD Values.
Employees at the Yorkshire Agricultural Society take pride in their organisation's mission to support and promote agriculture. Through initiatives like the Great Yorkshire Show and significant investments in educational events, staff feel they make a meaningful difference in the agricultural community.
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Charity's
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Bron Afon Community Housing

Bron Afon supports personal growth through its High-Level Learning & Development Plan, offering tailored training in regulatory compliance, safeguarding, and professional development, ensuring that employees feel their skills are utilised and advancement opportunities are available.
Connectfest encourages team spirit and a sense of belonging by providing opportunities for employees to connect, collaborate, and socialise, strengthening bonds among colleagues.
Bron Afon Community Housing is a place where employees can feel proud to work, contributing to the mission of building strong communities through initiatives like the Helping Working Families Project, which positively impacts both employees and the residents they serve.
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Housing Associations
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Bleecker Burger

Bleecker Burger supports employee development by offering role-specific training plans and opportunities for managers to attend mentoring and coaching programs, fostering skills and career advancement.
Managers at Bleecker are encouraged to become Mental Health First Aiders, ensuring they are equipped to support and care for their team members effectively.
Bleecker Burger instils pride in its employees through its commitment to diversity and inclusion, creating a workplace where every team member feels valued and empowered to contribute to the organisation's success.
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Leisure & Hospitality
60a42515c6ae6523c60cc272

OSB GROUP

Employees at OSB Group benefit from tailored development programmes like the Future Supervisors and Managers Programme, which challenges them and enhances their skills, preparing them for potential leadership roles.
OSB Group prioritises employee wellbeing with initiatives such as the Wellness Hub and Menopause Awareness training, which address mental and physical health, promoting a supportive work-life balance.
OSB Group fosters a sense of pride and belonging among employees through robust internal communications, such as interactive 'Ask the CEO' sessions, ensuring staff feel valued and integral to the organisation’s success.
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Financial Services
60a41fa8df49eb26ff02d8a0

Costain

Costain prioritises employee wellbeing through initiatives such as the Menopause Plan and private healthcare packages, ensuring that personal health and work-life balance are maintained. These measures help to reduce stress and improve overall performance and satisfaction.
Costain's leadership is reflected in its core values of integrity, customer focus, safety and wellbeing, and environmental responsibility. These values guide the organisation and foster a culture where employees feel aligned with the company’s mission and direction.
Costain prides itself on its inclusive culture and commitment to sustainability, as evidenced by its decarbonisation and climate resilience strategy. Employees value the company’s focus on creating a positive social impact and are proud to contribute to projects that aim to improve a million lives by 2030.
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Construction & Engineering
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UK Power Networks

The organisation invests heavily in development through its Leadership Academy and "Supported Studies" programme, committing over £1m to external qualifications. Initiatives like the Digital Academy upskill employees for the future, while the Technical Training team ensures safety and expertise. These schemes empower staff to gain Chartered Manager status or MBA qualifications.
Managers act as role models, supported by the Engaging Leaders Programme and New Leader Onboarding. They facilitate monthly team briefs and present certificates for peer-to-peer value nominations. This approach ensures leadership remains visible and supportive, while the Leadership Academy helps managers at all levels develop the skills to lead effectively.
UK Power Networks fosters a deep sense of belonging through celebrations to mark its 15th anniversary and the "Living Our Values" (LOV) Recognition Awards. By hosting events at iconic venues like the Natural History Museum and The Guildhall, the organisation reinforces a culture where long-standing service and value-driven contributions are celebrated, strengthening employee pride.
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Utilities
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Thames Reach

While many within the homelessness sector have left the National Joint Council pay scheme because of its comparatively higher pay rates for front-line staff, Thames Reach remains on the scheme. It conducted a pay review to make sure its rates were competitive, leading to some staff being given a pay rise.
The charity has an equality, diversity and inclusion group, which has representatives from every project. The group reviews incidents and reports about staff and clients. it has an open and informal feel that engenders discussions about issues affecting staff on the front line, such as racist and homophobic abuse from clients.
Thames Reach champions a wellbeing programme. It is continued at the annual staff conference, when there are sessions on self-care, tai chi, aromatherapy and emotional resilience. Last year's conference was particularly welcome, as it was the first time staff had got together since the beginning of the pandemic.
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Housing Associations
608143cd71aecb10d18faeea

Contact

A "lunch and learn" programme is run for staff by staff. An online learning platform contains mandatory courses as part of the induction process. Staff are encouraged to use the resources regularly. Membership of the National Council for Voluntary Organisations means all staff can access its resources.
The charity has reviewed and expanded its equality and diversity policy and refreshed its recruitment policy to be more actively anti-racist. A head of inclusion and organisational development has been recruited to drive its equality, diversity and inclusion policies. All staff and trustees have completed unconscious bias/anti-racism training.
Contact collaborates with other charities. It chairs the Disabled Children’s Partnership, a coalition of 100 charities, and uses the relationship to research and campaign. It also works with the Pears Foundation, which provides funding, and the Department for Digital, Culture, Media and Sport to get grants for smaller charities and parent-led groups.
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Charity's
60a418018660a79f486d5619

Prezzo Italian

Prezzo provides clear progression paths and a strong focus on training and development, which helps employees grow within the company. This commitment to personal development ensures that team members feel valued, can see a future with the brand, and are motivated to contribute their best.
Prezzo shows a strong commitment to employee wellbeing. By creating a supportive and dynamic workplace, the company ensures its staff feel cared for and respected. This focus on wellbeing contributes to a positive environment where team members can thrive and feel like they belong.
Prezzo Italian fosters a "people-first culture" that encourages employees to grow and share in the brand's success. As a well-established UK brand, Prezzo is celebrated for its commitment to great food and service in a modern, vibrant setting. This culture makes every visit for guests, and every shift for staff, a rewarding experience.
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Leisure & Hospitality
60a42515c6ae6523c60cc272

Wunderkind

The organisation operates using its ‘WIIGs’ (Wunderkind Identity and Impact Groups). WIIGs give back to the employees, the community, and the business. They are a resource to help employees feel connected, valued, respected, included, and aware. Each WIIG has its own budget to achieve its purpose, support its community and to grow awareness and inclusion.
The People Team also host their own 'extra' all-hands meetings to keep employees fully informed about 'all things people' including how their feedback is being used and what's new.
The organisation believes that success is driven through open communication. It operates with a mixed model of empowered department leaders as well as key stakeholder announcements. Weekly one-on-one calls and meetings - which involve relationship building, professional support and two-way feedback - are deeply ingrained in its culture.
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Business Services
60a4179e3738664af4aa4d2c

Understand your organisational health across all eight factors

You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.

Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.

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