Wellbeing

Noble Foods

The Good Vibe Tribe at Noble Foods is a group of colleagues that champion the organisation’s wellbeing agenda and deliver initiatives across a calendar of events. These events include webinars on subjects such as managing stress and anxiety, and training managers to highlight mental health awareness.

The organisation’s Aspire programme provides development opportunities for all. Through its talent and succession process, Noble Foods seek to highlight future talent and unsure development plans are in place to nurture this. The company also runs a number apprenticeship programmes.

The Noble Leaders Group have a specific Aspire pathway which covers management and leadership, time management and presentation skills and is delivered through formal programs, coaching and action learning sets. Elements of the NLG pathway are then delivered to wider management groups.

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Food & Drink

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Barnwood Trust

Employees can access face-to-face counselling or mental health support through the charity’s Employee Assistance Programme, and there are always trained mental health first aiders on hand. Staff can decide when to begin their working day, allowing for caring or childcare needs and, depending on role, opportunities to split time between home, office and the community.

Barnwood Trust doesn't want anybody to be disadvantaged in the recruitment process. A variety of application methods are available which makes the recruitment process more accessible for disabled people and people with mental health conditions. For example, applicants can submit video or audio content as part of their application and receive helpful information in advance.

The whole team has a learning plan to underpin the goals of the Trust, including a wide range of disability, mental health awareness and neurodiversity training. Skills, such as emotional intelligence and managing difficult conversations, are also key to underpinning their work. And all employees have access to a personal development plan.

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Charity's

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Twenty7tec

Staff received a special cost-of-living bonus, with those on the smallest salaries getting the most. Employees have also been given early access to a proportion of their performance-related bonus and can now get an advance of up to 50% of their accrued salary every month, interest-free. This access comes with financial coaching and tools.

Senior managers are encouraged to use twenty7tec's internal comms platform to publicly 'shout out' employees who've done something outstanding – linking the 'thank you' to one of the company's values. Staff can also highlight their colleagues' good work, and everyone can 'like' or interact with the feedback.

Everyone has a personal development plan that's reviewed each quarter with their line manager and supported by the Head of People. Growth opportunities include internal and external mentoring, 15 hours of paid personal development or study time, paid-for memberships and subscriptions, and access to an 'anytime, anywhere' online training platform.

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Technology

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Uniform Group

Uniform is passionate about creating an open dialogue about mental health and it has four qualified Mental Health First Aiders across the group. It also has a menstrual health policy, designed to protect and support team members. Employees have access to medical support via Simply Health, and wellbeing services, including counselling, via The Circle Line.

Every quarter, Uniform hosts a company-wide lunch where a different team cooks for everyone. The events are always coordinate with when its remote people are working from its Liverpool HQ so everyone can get involved. The lunches are themed, such as in April which was Venezuelan-themed, serving traditional arepas and home-made lemonade.

Uniform benchmarks salaries to ensure fair pay for all employees. It also offers length of service awards, including £2,000 in holiday vouchers after 10 years. The organisation further rewards employees by regularly offering to pay for them and their families to go to a restaurant and have a meal on the company.

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Marketing & Media Agencies

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The Oakland Group

Oakland has a dedicated menopause support policy available. For managers, recognising the symptoms of the menopause is vital to treating an affected employee fairly. This policy includes installing a water cooler, providing desk fans, making rooms for rest available, allowing for more frequent breaks, quiet working spaces, and extended deadlines.

It has recently introduced personal learning budgets for its teams. This provides each employee with a £400 individual learning budget that they can choose to spend on the learning intervention that best meets their development plan. Additionally it offers internal workshops when there is a requirement for tailored training.

As part of its Oakland Gives Back scheme, it matches the amount raised for any employee taking part in charity fundraising. If at the end of the financial year the amount allocated to good causes has not been spent it asks employees to nominate small local charities close to their heart.

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Consultancy

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The Entertainer

The Entertainer's charitable giving is displayed each year when 10% of its annual net profit goes to charity. Employees are encouraged to contribute via Payroll Giving, demonstrating its commitment to society. Its involvement in the Pennies scheme further underscores this commitment.

The Entertainer's focus on wellbeing is evident through initiatives to ensure a balance between work and home life, whilst aiming to reduce stress in the workplace and boost employee engagement. Its Health MOT sessions and wellbeing week activities are enjoyed within the business each year.

Team members interact with one another throughout the year via activities produced within the company. Exercises including Pilates, Reflexology and Yoga provide opportunities for team members to connect, reinforcing a sense of belonging.

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Retail

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Educ8 Group

Supporting employees’ health and safety while working from home, the company provides all staff with a £150 ‘Healthy Workstation Allowance’. This allowance ensures that employees have the correct workstation set up at home to work comfortably and effectively. An employee assistance programme is also available to all staff from their very first day of employment.

The organisation’s Gr8 days provides the perfect environment for team building. Employees have the opportunity to relax and meet colleagues within their teams and across the Group. Over 200 staff attended the last Gr8 day, with a business update in the morning followed by a BBQ, garden lawn games, face painting and a live band.

The CEO and leadership team communicate objectives on a regular basis through a business plan that outlines the goals for the company located on a central system for all to access. All new employees are invited to enjoy coffee and croissants with the Directors, where they discuss the Culture, Values and ‘open door’ approach.

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Education & Training

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SAUL Trustee Company

SAUL Trustee Company fosters a deep sense of pride in its team, with a strategic goal centred around employee engagement. Its efforts to create a family-like atmosphere where everyone is valued, contributes to a sense of belonging and the feeling of making a difference.

Managers at SAUL Trustee Company play an integral role in supporting employees. They actively participate in social initiatives, hold regular coaching conversations, and check-in with their teams regularly. This approach fosters a feeling of being cared for and trusted within the company.

SAUL Trustee Company prioritises employee wellbeing with mental health first aiders, an Employee Assistance Programme (EAP) helpline, flexible working arrangements, and lunchtime workouts. This approach helps balance work and personal life, reducing stress and enhancing performance.

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Financial Services

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Ogilvie Fleet

Ogilvie Fleet demonstrates a commitment to employee wellbeing through its efforts in promoting a balanced work-life environment. It understands the impact of stress and pressure on personal health and performance, and strives to mitigate these.

Ogilvie Fleet is deeply invested in its communities, raising thousands of pounds for various charities each year. Employees appreciate the company's commitment to giving back, recognising it as more than just a profit-driven initiative.

The leadership team at Ogilvie Fleet leads by example, treating every team member as an equal. A genuine open-door policy and efforts to be approachable make them highly regarded among employees.

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Business Services

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OFR Consultants

The purpose of the organisation’s OFR Mind Matters initiative is to promote awareness and educate colleagues about mental health to reduce the stigma and drive a supportive and healthy work environment. It aims to provide representation throughout the company to discuss, agree and manage ideas and initiatives. All representatives are trained Mental Health First Aiders.

OFR Consultants has always been an agile team and flexible in delivery. The team all got together for a few days at Rookery Hall for an away day. The organisation believes that while it is a team that can deliver remotely, the bonds formed when everyone meets together, are what make that possible.

OFR Consultant have further developed its Better Days programme, encouraging colleagues to volunteer their skills for charitable causes and give back to their communities. By providing each staff member with two days paid leave, this initiative promotes involvement and engages the team to undertake pro-bono work on a project close to their heart.

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Consultancy

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Wellbeing Matters

Noble Foods

Barnwood Trust

Twenty7tec

Uniform Group

The Oakland Group

The Entertainer

Educ8 Group

SAUL Trustee Company

Ogilvie Fleet

OFR Consultants

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