What are companies doing with regards to 'Wellbeing'

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Law

CFG

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At CFG, wellbeing is a priority. Wellbeing Champions, Wellbeing Hub, and check-ins are some of the ways it supports its colleagues. It has expanded its family friendly policy with support and guidance for those struggling with fertility or the menopause. It has a flexible approach and offers paid time off for those that need it.
The organisation runs a Home Cinema where colleagues can gather to learn more about the CFG brand and strategy on the big screen. Workshops take place throughout the process so that employees feel empowered and involved in the decision making. Afterwards, colleagues participated in a Q&A and a social event to develop employee relationships.
Management skills training is available via coaching and mentoring, webinars and courses, and external/internal experts delivering technical skills training on a monthly basis. CFG has created in-house digital learning platforms such as knowledge and learning hubs, enabling colleagues to access learning resources, and senior level colleagues have bi-monthly executive level coaching as individuals and teams.
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Financial Services

The Private Office

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The Private Office offers a Employee Assistance Programme which includes confidential counselling sessions for all employees and a wellbeing portal containing multiple resources. It has introduced ‘Walk and Talk’ meetings where employees are given a map of different routes and suggested coffee shops along the way where they can stop for a chat and refreshment.
The CEO makes a concerted effort to be visible and accessible in both the Leeds and London offices every week along with making regular trips to our Bath office. This practice fosters a sense of connection and approachability, allowing employees to interact directly with the leader and gain insights into the company's vision and goals.
Managers can participate in an external "Leading for the Future" programme which focuses on preparing managers for future leadership challenges. Open manager training sessions, conducted by external experts, concentrate on enhancing soft skill and empowering managers with communication, leadership, and interpersonal skills that are essential for effective leadership.
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Retail

The Works

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The Works is proud to have a partnership with Wagestream which helps colleagues to make the most out of their money by giving them greater control of and access to their pay. Colleagues can download an app which instantly provides them with access to 50% of their pay as soon as they’ve earned it so
Colleagues are at the heart of its success, and it is passionate about providing impactful and engaging development opportunities that continue development, personal growth, and wellbeing. It has invested in a new Learning Academy - the Can-Do Academy - which hosts hours of learning covering current role and extended learning should colleagues wish.
Passionate about “doing business better”, The Works is on a mission to make sustainable changes for its people, communities, and planet so the company can continue to inspire reading, learning, creativity, and play for future generations. It has also partnered with charities, Mind and National Literacy Trust to align its corporate causes with company values.
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Charity's

Access Community Trust

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Menopause support is championed from the top, with the CEO sharing her experience of perimenopause as part of an organisational survey. A Menopause Champion supports women going through the change or their partners who want to help. The charity also pays employees' prescription charges for any related treatment.

Staff at all levels across the organisation are part of the 'People, Culture and Wellbeing Committee', which promotes conversations between employees and the CEO and Senior Leadership Team. It also champions staff welfare. Team members are encouraged to feed into organisational discussions via staff away days and awards celebrations too.

As training supports social mobility, all core staff are encouraged to hold a Level 2 NVQ or equivalent and managers a Level 4. All development costs are covered, and employees also benefit from work-study time allowances, quiet spaces and, dependent on the course, a financial bonus once they complete it.

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Construction & Engineering

adi Group

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adi Group has a great wellbeing and benefits portal, employees can log in at any time and access support, guidance, and tools on four key areas: healthy eating, mental, financial, and physical wellbeing. Employees can also access recipe cards, virtual exercise classes, strategies for dealing with stress, how to sleep better guides, and budgeting resources.

Operating a clear-desk policy, employees are encouraged to work at different desks each day so that it can improve team interaction and communication. It has an internal program called "Tell Stirling", whereby employees can ask questions, and make suggestions - all of which are acted upon.

It holds its annual senior management away day where all senior managers and business leaders get together for a day of team-building activities. All employees have a PDP which is reviewed every six months, where targets are set, and previous achievements are reviewed and discussed.

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Financial Services

AJ Bell

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The organisation has 17 trained Mental Health First Aiders across the business and its Employee Assistance Programme gives staff multiple avenues to discuss their mental health in an open and confidential manner. The HR Team also run Mental Health in the Workplace sessions for Managers, which are compulsory for them to attend.

AJ Bell publish a regular series of interviews with its CEO and other members of the Executive Committee to its staff intranet. The videos cover business and performance updates, as well as personal reflections, and support the organisation’s work on an open and accountable culture. They also ensure staff receive a consistent message from leaders.

In February, the organisation launched its new charitable initiative – the AJ Bell Futures Foundation – initially committing to contribute 0.5% of its profits before tax to the Foundation each year – to establish deep-rooted, long-term partnerships whilst building futures in its communities. To date, it has donated £100,000 to each of its charity partners.

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Consultancy

Alpha Financial Markets Consulting

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Alpha Financial Markets Consulting has 15 wellbeing champions who are mental health first-aid trained to support colleagues whenever they are struggling. It has a walking challenge to promote physical health, and runs a time-to-talk event where hard topics are discussed and employees share their experiences, bringing the issues to life.

The company supports employee growth and development through formal training, experience-based learning, on-the-job training, and LinkedIn Learning. Everyone can access over 18,000 courses, where they can learn business, technology, creative, and personal development skills at their own pace.

It is targeted in its approach to giving. Every employee has the opportunity to vote for a charity to become its 'Charity of the Year' (COTY). Last year, it partnered with 'Cities for Children' (C4C), whose mission is to provide children living in poverty with the right to read, play, and feel safe.

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Retail

Beaverbrooks

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The company closes its stores on Boxing Day in a rare move for retail. It rewards staff for their hard work and loyalty and means they can spend valuable time with their families. And a gift of a week's wages at Christmas means they can make the most of this time together.

The company uses internal podcasts as a new and innovative way to engage its people. These have included conversations with the Chairman and MD and offerings from diversity and inclusion groups and a 'shining stars' group recognising high achievers in stores. There are also bespoke publications for business updates, celebrating colleagues, charity, and community.

Rewards are not just monetary; the company takes time to recognise and celebrate achievements. This has included a London celebration for Jewellery Education Training (JET) students, a results-focused annual awards conference, a yearly 'Shining Stars' party for top performers and quarterly branch visits from directors to celebrate team accomplishments.

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Consultancy

Burns & McDonnell

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Quiet rooms as a safe space for prayer, meditation and reflection are a feature of many Burns & MacDonnell offices – part of creating a diverse and inclusive environment where “people feel comfortable speaking up and living authentically as themselves.” Monthly wellbeing sessions include breakfasts, toolkit talks, and experience sharing.

Through the MacCulture Recognition programme, employees who demonstrate the company’s values accumulate points to exchange for prizes. There are also one and five-year service awards where employees can choose from exclusive brand merchandise. And staff get a special award package for milestone anniversaries, starting from 10 years.

The manager mentor programme matches those new to management with seasoned managers with similar interests or work-life situations. It provides advice and guidance and gives new managers somebody to bounce ideas off and learn from. It also supports relationship-building with other managers throughout the company.

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Financial Services

ClearScore

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ClearScore recognises that sometimes people need support. Leave after pregnancy loss is a policy it has recently provided. The organisation understands the impact pregnancy loss can have on both parents, so should an employee experience this, if directly, with their partner, or through surrogacy, ClearScore gives them the time they need.

Its leaders articulate eight behavioural principles, which are described as the 'rules of the game'. They ensure that all employees are judged and measured against these. ClearScore's principles are communicated to new starters as part of an intensive two-day onboarding process and employees who demonstrate these principles are celebrated at the 'end-of-race' awards every quarter.

It encourages employees to create a Personal Development Plan to structure and commit to their learning and growth. Employees are given a learning budget of £500 to support their individual personal development. This is housed on a platform called Learnerbly, where employees can access a wide range of development content.

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