There is a budget in place specifically in place for fun and social events. These have included a team photography competition, wear it pink day for breast cancer and a Eurovision lunch. As an organisation they also hold formal team building events. The most recent was an externally facilitated two day event with their client services and business development teams. Such events allow employees to relax and have fun outside of the work place and gain new skills.

Minimising their impact on the environment is a core part of the company's culture and new employees are informed from their first days within the company through their environmental induction presentation which is further emphasised in the group chairman's presentation. They have a dedicated engagement manager who is responsible for managing and promoting corporate social responsibility issues. They are committed to reducing their impact on the environment by minimising energy consumption, recycling as much as possible and reducing business travel wherever possible through conference calls, encouraging use of public transport and car sharing. They have light sensors in all common areas to ensure lights are not left on unnecessarily. Water filters on all taps discourage people from buying bottled water and there are clearly labelled recycling bins for paper, cardboard and glass. They are committed to becoming carbon neutral by the end of 2010. They also support the local community through a number of industry and education links with local schools, colleges and universities as well as relationships with other local organisations.

There is a Management Development Programme in place at Kids Allowed, giving people managers the training and support they need to look after their teams effectively. Managers also undertake Coaching Skills Training which encourages teams to coach each other internally and an external training facilitator supplies her contact details enabling managers to contact her directly.

There is a Management Development Programme in place at Kids Allowed, giving people managers the training and support they need to look after their teams effectively. Managers also undertake Coaching Skills Training which encourages teams to coach each other internally and an external training facilitator supplies her contact details enabling managers to contact her directly.

Employees identified with potential are given the opportunity to take on additional responsibilities and roles to help them achieve the next level. A range of training activities are on offer including skills courses in food hygiene and additional qualifications including NVQ's and degrees. Kid Ease support employees in obtaining formal qualifications through time off and funding. Any employee who has completed a course will pass any information to the rest of the team through staff meetings.

Many of the skills are learned 'on the job' so there is a buddy system in place for any new managers and a lot of skills are transferred via internal coaching. Support is given to all people managers as they move up the career ladder and they are provided with toolkits on sickness and absence, performance management and recruitment. Managers looking to pursue external qualifications are financially supported by the company and attend twice yearly management meetings to share knowledge.

Through the company's sports and social foundation, they offer a range of activities that staff and their families can participate in. Some examples of activities that have been organised are a trip to Colchester Zoo, spooky night and a pamper evening. There are also specific team events to recognise team work such as ten pin bowling, Go-Karting and meals in restaurants. There are also formal team building events held a couple of times of year. For example, last year there was the consolidation of the RVI and NDT product groups and as a result, a team building event brought together the respective product and sales management groups, where an evening of competitive go-karting was arranged at a venue local to Southend. After six hotly contested heats, the top ten drivers entered a ten lap final all aiming for the ultimate position on the top of the winner's podium. With trophies awarded, the teams departed. There was only one winner on the night - the newly combined and fully integrated and committed sales team.

Through the company's sports and social foundation, they offer a range of activities that staff and their families can participate in. Some examples of activities that have been organised are a trip to Colchester Zoo, spooky night and a pamper evening. There are also specific team events to recognise team work such as ten pin bowling, Go-Karting and meals in restaurants. There are also formal team building events held a couple of times of year. For example, last year there was the consolidation of the RVI and NDT product groups and as a result, a team building event brought together the respective product and sales management groups, where an evening of competitive go-karting was arranged at a venue local to Southend. After six hotly contested heats, the top ten drivers entered a ten lap final all aiming for the ultimate position on the top of the winner's podium. With trophies awarded, the teams departed. There was only one winner on the night - the newly combined and fully integrated and committed sales team.

Kellogg's offers employees a range of choices to create an individual work life balance that works for them. These include part-time working, flexible working hours for all employees, career breaks, home working and flexible benefits. Kellogg's understands all employees are different and have different personal commitments and aspirations which is why they operate a benefit system called ‘CornFlex'. CornFlex can be tailored by each employee to suit their needs and includes a range of benefits such as: childcare vouchers, cycle to work scheme, life insurance, discount on high street stores and the opportunity to buy and sell holidays. Kellogg's believes that creating an environment where work and life commitments can be properly balanced is vital to its success. They continuously monitor the market to ensure the company remains a leader in employee benefits, setting the standards for others to follow.

There are regular events organised by the new Sports and Social Committee to promote a fun environment, including a Sports Day in the summer when teams from each department compete against each other; Christmas Pudding classes where staff can learn how to make a traditional pudding; children's carol concert with Father Christmas; a fun talent competition and subsidised outings such as ice skating, concerts and sports events. Kellogg run a variety of team building events and has run over 20 in the last year. Each event is designed to meet the specific needs of a team and has a clear set of objectives. The team has participated in a variety of exercises using tools such as MBTI to understand each other better, feedback exercises to encourage open and honest feedback and exercises to agree and improve ways of working. All of these sessions have been highly participative and have had a fun element to them.

They support employees and their well being by undertaking a rolling programme of baseline health assessments and regular monthly health promotions. In addition to the core Healthy Hearts Programme and health topics they actively review suggestions for health promotions through from employee focus groups. They operate a flexible working programme incorporating home working and a Parental Leave Policy which allows for additional unpaid leave to be taken. The number of hours employees work is monitored and they can accrue lieu time. The occupational health department regularly hold campaigns to make employees aware of health and safety which covers the importance of a work life balance.

There is a budget in place for teams to socialise outside of work. The West Wales catchments have held events such as ten pin bowling and kayaking and many retirement evenings with a pub meal in a relaxing sociable environment. Teams are involved in sponsored community events such as events such as beach cleans and undertaking projects such as creating a garden for a school. There are also two formal team building ‘away days' per team each year. This involves activities chosen by the team and involves every member of the team.

Employees are recognised for their contributions. Those who have achieved long service are rewarded with a £250 bonus after five years service with the provision that the money must be spent doing something fun with other people in the company. Employees also receive vouchers and other thank you gifts from their line managers as applicable, for working overtime or going beyond their job role to assist the company.

They take a very informal approach to looking after employee wellbeing. Although they have policies and procedures, they regularly work outside of these to ensure the wellbeing of the employees comes first. For example, they offer enhanced sickness pay, very flexible working hours and home visits as often as the employee would like. Some members of staff contact senior managers and directors outside of the normal working hours for chats of support or encouragement, a practice that is very unique to JoJo and encouraged at all times. They conduct annual audits across the company to measure any stress levels and ensure all employees are achieving a good work/life balance. Many employees have the ability to log in to their desks from home which permits them to be more flexible. Employees are encouraged to leave work on time and all holiday must be taken each year. In special circumstances employees are given additional time off for special occasions or sabbaticals. Parents are encouraged to return to work and take up part time roles and JoJo has a large proportion of part time roles which works well for parents. There are events organised throughout the year which always involve family members.

JoJo contributes to numerous small charities which are based in the local vicinity of the JoJo stores. For example, they give a Christmas gift to all the children in care in Torfean, the borough local to the head office. These presents are collected up from the design studio and the head office and generous stockings are made up from items taken from stock. The senior designer at the London Design Studio has been designated Environmental Champion for the company and has been pro-active in implementing a company policy on environmental issues, ensuring that every element of design and production takes its environmental impact into consideration. They have an informal system of monitoring their effects on the environment and are constantly striving to reduce their impact. Such attempts have included ensuring that all packaging is responsibly sourced, reducing the amount of packaging and keeping the chemicals used to a minimum. The company re-uses as many materials as possible, including packaging and bubble wrap and all paper, cardboard, plastics and cans are recycled. The company has also introduced the Government bike scheme to encourage employees to cycle to work

Jobsite take the health and wellbeing of their employees very seriously and as such free flu vaccinations are offered to all employees as well as Tamiflu tablets, free healthcare is also provided as well as eye tests and a substantial contribution to new spectacles if required. Employees also have the benefit of enviormentally friendly office surroundings and flexi working is available in some areas. Ladies returning from maternity leave are encouraged to return to work on a part-time basis and several remain on these hours which Jobsite are happy to accommodate. Some departments work on a staggered start and finish time and they are quite flexible about people working from home in some areas.

Jobsite take the health and wellbeing of their employees very seriously and as such free flu vaccinations are offered to all employees as well as Tamiflu tablets, free healthcare is also provided as well as eye tests and a substantial contribution to new spectacles if required. Employees also have the benefit of enviormentally friendly office surroundings and flexi working is available in some areas. Ladies returning from maternity leave are encouraged to return to work on a part-time basis and several remain on these hours which Jobsite are happy to accommodate. Some departments work on a staggered start and finish time and they are quite flexible about people working from home in some areas.

As a College they have a vast range of internal resource so they can therefore usually provide the required support for the development needs identified by any member of staff. The College has a scheme in place called Communities of Practice where peers share best practice, share ideas and support each other which can help managers to develop within the role. As an organisation they live their values, teamwork, integrity, customer focus, confidence, success, at all levels of the organisation and they are used in decision making at the highest level by the senior management team and the board of governors.

Every member of staff benefits from generous annual leave, a final salary pension scheme, bike to work scheme, childcare vouchers, as well as reduced price membership at either the College's own spa & gym or others in the city, as well as a range of discounts at theatres and local shops. Staff are encouraged to have a healthy work / life balance.