With invitations to social events, new recruits are part of the Tees team before they even start. They get a thorough induction schedule to make effective connections from the get-go, and IT training is standard. A team lunch also supports them to have the best onboarding experience.

The new 'Tees Better Future Fund' offers grants of up to £5000 for projects that support learning and education and promote good health and wellbeing in Cambridgeshire, Essex and Hertfordshire. It builds on the good work the firm and its employees regularly undertake, whether charitable Pro Bono work or sponsoring community events.

Staff now find it easier to identify and request training. They can highlight opportunities at any time rather than having to wait for specific points in the year. RHA supports technical and leadership development and encourages employees to attend networks and conferences. It's investing in training provision to increase the number of courses available.

Staff are involved in numerous projects and fund-raising initiatives. These include walking more than 20 miles to Cardiff to raise money for tenants' Christmas hampers, working with a local organisation to help young people learn construction skills and involving more than 400 people in health and wellbeing sessions, from community walks to chair yoga.

New starters get a corporate induction on their first day supported by a comprehensive handbook with information on structure, training, IT systems and what to expect during their probationary period. The HR team checks in with recruits at two and six weeks to ensure they're settling in and to address any concerns early.

Small changes are helping reduce PICS' carbon footprint. Everything from writing to toilet paper is now recycled, plumbed-in water coolers have replaced bottle systems, a Net Zero lead has been appointed, and it's working with Sherwood Forest Trust to plant hundreds of trees – committing to doing it every year on the organisation's birthday.

Managers at Pico have a chat room in which they can share tips, offer advice for less experienced managers, and ask questions. Additionally, there is a monthly recruitment drop-in session so that managers can keep up to date with their interviewing skills as well as partake in some roleplaying exercises.

Its leaders have ensured that their teams have both their full support as well as facilitating a supportive environment. They arrange regular coffee catch-up sessions with their teams to chat about their personal lives. They also run a social media blog where leaders discuss achievements from the month and challenges coming up.

Peel provides a training library of events open to all employees to upskill within their role, from emotional intelligence to developing self-esteem and assertiveness skills. It also provides a Personal Development Plan (PDP) which are tailored to each individual, supporting their specific development needs. This reinforces its commitment to the growth of its people.

Employees took on the Great Manchester Run raising a total of £1,682 for Once Upon a Smile. Employees also took part in a special volunteering day to mark World Environment Day - encouraging worldwide awareness and action for the environment. It also plans to raise money at Tough Mudder and MacMillan Coffee Mornings.

‘Open’ is one of Peak’s core values. Every Friday, it has a company-wide standup. Peak ensures that these are in-person where possible and provides pastries or lunch as another reason to get together and socialise. The theme for each week is different and are more detailed if at the end of the month or quarter.

Values are core to Peak’s culture. In the last year, it has updated its Culture Manifesto. Innovation and entrepreneurial spirit drive the business to succeed. Employees are included in company initiatives and strategy as its leadership ensures the organisation remains an open and collaborative workplace.

The organisation has introduced 'team in the spotlight' at its membership meetings. Open to all staff and community members, it encourages a deep-dive into a department and service to greater showcase and understand the work of the team along with challenges and good practice they have faced and developed.

As the company supports placements for healthcare professionals, an education and learning environment is evident across its services. Individual development requests are also encouraged. These are peer reviewed by managers, over 90% of personal study leave requests are supported immediately. In the last year, it has appointed two new roles of 'Professional Development' leads.

All employees can access a wide range of courses through the online learning management system, allowing them to learn at their own pace and at a time that suits them. There's a Future Leader Programme for managers, and each department has a training budget supporting staff to take courses aligned with their specific job roles.

All employees are given reusable coffee cups to help reduce the number of cups ending up in the ground. And the company has a dedicated 'ReUse shop' with items saved from landfill. It also uses the many donations of cutlery, cups and glasses in its own departments to keep them from buying new ones.

Based on their feedback, staff now benefit from a revised bonus structure, with the personal performance element, which everyone got, now part of their basic salary. This has allowed for a boost in pension contributions and helps employees with mortgage applications. The bonus is now 100% based on company profit.

The company has reinvigorated its Diploma Academy to tackle a shortage of candidates – particularly paraplanners. The two-year course with a qualification at the end is open to school leavers, graduates and those who want to retrain. All exams and study materials are paid for, and they also get paid time off to study.

Employees are recognised for the unique skills they bring. The firm focuses on helping them develop in areas they're good at and offering roles that play to their strengths and unlock their potential. Cooper Parry's L&D offer isn't just about sending people on courses but broader personal development, such as through board breaking and firewalking.

Being B Corp Certified cements the firm's commitment to the environment and society. It promises to volunteer 365 days a year, including a 'Community Day' where all offices close. Staff can help wherever they like or through the 'On Hand' partnership supporting local schools, hospices, homeless shelters, food banks, and the elderly.