Non job-related training continues to be incredibly popular. Recent examples include a number of our directors having one-to-one life coaching, a member of the sales team learning to decorate cakes and a number of younger members of the team have signed up to driving lessons as their non job-related development.

Free mindfulness sessions are on offer to all members of the team. They also offer free fresh fruit every day and physiotherapy/ massages at a local private clinic if requested by employees.

Cairn currently have on-going 121 coaching for all Senior Managers along with individual psychometric and personality testing. 360 feedback is used on a regular basis to inform development. The Senior Management Team have also committed to shadowing teams with their directorate to understand the main challenges across the business, as well as how their strategic direction impacts teams.

Cairn are committed to ensuring that colleagues achieve a healthy work life balance. To help people achieve this, they recognise that they need to be more flexible as an employer. They have, for some time, had a flexi system where people can build up flexi time to take a day off every flexi period (each flexi period last 4 weeks). However, they have removed core hours allowing people to start and finish each day at a time of their choosing (provided they still work 34.5 hours each week). This means people can work around their other commitments such as doctor appointments and dropping off/picking up their kids from school.

To ensure like-minded people join Bytes, any employee can refer someone to join the business as long as they are not a Manager or member of the Senior Management Team. Referral fees are paid 3 months after the person joins providing there is no likelihood of probation failure. Fees are £750 for an Intake Day Placement, £1500 for Admin Placements and £2000 for Technical and Sales.

Bytes invested in a small onsite gym which provides for running, rowing, cycling and incorporates a few weights. The company often run a "challenge" which is open to anyone in the business to join and can be a motivator for those who want to improve their fitness but don't have the funds or opportunity to join a gym.

The annual performance appraisal process identifies staff's training and development needs. Trainers from corporate partners of the Centre deliver intensive management and generic skill set training to Programme and Project Managers. The Centre introduced a 'One to Watch' award for emerging and upcoming Project Leaders. The winners of this award undertake comprehensive and structured management training, focusing on all Project Management elements.

The Centre have strategic forum meetings held every 3 months where all the project managers and the senior management meet to discuss and come with new ideas and develop the overall strategy and objectives. Workshops from external trainers on areas focusing organisational change and wellbeing were also introduced.

Brainlabs believe that one of the biggest steps for addressing the issue of workplace stress involves tackling the stigma surrounding the effects of stress. They have worked very hard to create an open culture and have had members of the senior team host company-wide talks on how stress has affected their mental health. They have a policy, "Brain Days", whereby employees can take a sick day off work when they feel they're being affected by stress without having to give any more explanation other than telling their manager they need a brain day.

Brainlabs believe that one of the biggest steps for addressing the issue of workplace stress involves tackling the stigma surrounding the effects of stress. They have worked very hard to create an open culture and have had members of the senior team host company-wide talks on how stress has affected their mental health. They have a policy, "Brain Days", whereby employees can take a sick day off work when they feel they're being affected by stress without having to give any more explanation other than telling their manager they need a brain day.

Bow & Arrow aims to be the most transformative growth experience of an employees career, meaning holistic personal growth underpins everything they do. This is approached on two fronts; the skillsets people need to grow in day-to-day work, and the mindset they need to become business leaders.

The company paid for the entire business to travel to Croatia for three days of celebration, appreciation and reflection. Months in planning, this was filled with many unforgettable moments, from being taxied from the airport via speedboats to a 3-hour lunch on a private island.

Within the business they offer an Employee Assistance Programme (EAP), supported by their Occupational Health provider, this has been a key tool to provide support for their team and also their team leaders. The EAP provides free 24/7 confidential advice to their teams delivered by trained therapists and advisors. They have also launched their new app ‘Health e-hub', provided by their EAP provider which their teams can access for advice on a wide ranges of issues including financial, legal and medical information, relationship advice, housing concerns, alcohol or drug issues, childcare support, stress and anxiety, gambling, bereavement etc.

At Bourne they have a wide range of virtual learning solutions to help engage and blend their learning for all their team members. C-Live is a scenario based virtual classroom that connects the team from all over the country to enable peer to peer learning in a safe environment. Bespoke scenarios such as; performance reviews, challenging conversations and guest service help support the communication development of their future leaders. C-Live is a platform that sits on their Learning Management System which enables groups to ‘connect', share their progress and learning as well as providing the opportunity for the facilitator to moderate each group, sharing additional learning and resources to enhance the learning further. All of their brands offer the opportunity for team members to become brand ambassadors and then to progress to lead brand ambassadors. This provides them with exposure to additional development such as delivering training sessions, attending listening groups and conferences and passing on their passion for the brand to others.

Each year every employee has £120 to spend towards their development which they call the Personal Development Fund. This can be work related or non work related e.g. gym, driving lessons.

Birmingham Hippodrome is committed to forging relationships with schools and colleges in the West Midlands and surrounding areas and developing the next generation of artists and audiences. They bring creativity into the curriculum, connect learning outcomes to exciting opportunities at the Hippodrome, and provide young people with the chance to experience and connect with theatre. Their schools network – Hippodrome Education Network (HEN) – is designed to allow schools and colleges to have as much flexibility as possible and to find the model that works best for them.

Beyond created Future Planet, an Action on Google (AOG) designed to reconnect humans to the challenges the natural world faces. Their aim was to encourage environmentally friendly behaviour by stating the problem and posing challenges that people can complete in their day-to-day lives. Through emotive facts, an engaging tone of voice and easy to implement challenges, Future Planet helps people to take small actions that can have a big impact on the planet's future.

Beyond offer a comprehensive L&D programme, which is compiled of an internal leadership & management programme, external career coaching for those stepping in to senior roles and bespoke learning programmes for top talent. They also offer everyone the chance to switch roles or move through different skills in the business.

Recently, Berry marked Mental Health Awareness Week by holding a lunch for all employees. At this lunch they utilised prompt cards to stimulate conversations about mental health and general day-to-day life of colleagues. Employees felt that this was a great chance to get away from their desks and get talking to people that they usually wouldn't see.

There is a lot of emphasis at Berry on giving back to the local community. Employees have recently took part in the local Salisbury Bubble Rush event with their families in order to raise money for the Salisbury Hospice Charity. The business also sponsors the local football team with a 3-year deal in place to be their main sponsor, the funds from which has helped the Club to stay afloat.