The college sees employees as its greatest asset and invests heavily in creating opportunities for personal and career growth. The remuneration and benefits package is one of the best in the further education sector.

Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.

Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.

To support and develop people managers within SME Insurance Services Ltd they operate a flat structure. All senior staff, whether a supervisor or director, are approachable and happy to get involved at any level or part of the business.

SME encourage free communication from employees and ask them to keep SME updated of changes in their life. SME openly consider any request that a member of staff may have that would ease any pressures they may be under.

Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.

Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.

To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.

To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.

RMJM do not follow the route of many of the leading architectural practices which promote the work of just one ‘star architect'. Instead of being restricted by a rigid line management structure, architects at RMJM work in fluid project teams - partnering with and learning from, a range of colleagues from all offices.

RMJM provide support and funding for professional qualifications and memberships. Talent is promoted where appropriate and provide opportunities to travel to and work in other offices worldwide.

Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.

The Training Academy accommodates staff from their first day to their last day. There are also 'Webinars' which are interactive training in small groups led by external specialists on specifically selected issues.

Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.

Randstad support promotion from within. It is very unique that within the organisation, the vast majority of the senior management team came into the organisation as a consultant and progressed within the company.

Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.

Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.