The Entertainments Committee arranges events to help employees get to know each other socially, from the annual party, trips to London and the theatre to BBQs with games and challenges. There are also charity events, including marathons and themed days. And a team-building Palmers' football team competes with other local businesses.

Local people, local businesses, employees and their families are invited to Palmers' annual Christmas carol concert in aid of its charity of the year. The firm hires a choir and band and hosts a poetry competition for school children – the winners getting to recite them to the congregation.

ITGers have "focus, spark and drive", and they're supported to realise their potential and hone their skills. Development opportunities include apprenticeships, management training and ITG's in-house digital and creative academies. The agency's Circuit programme rotates students around the business over 12 months to help them find their passion. Most go on to secure permanent roles.

The Enterprise scheme helps developing companies – often championing good causes – grow by volunteering expertise, helping them build a website, mentoring or leading workshops. The agency also chooses an annual charity to support with time, resources and cash. And its community team keeps its ear to the ground for local causes in need.

Monthly gatherings bring the team together in new ways, from a sound bath and meditation in the office to Zoom-hosted pottery workshops and a fancy dress tribute to David Bowie. There are also competitions, such as for the 'most steps', with the victor rewarded with a National Trust membership.

There's a generous yearly training budget split amongst teams ensuring everyone can benefit. There is also a growing mentoring culture, with 10 employees joining the Creative Mentor Network to learn how to be inclusive industry leaders to support those from disadvantaged backgrounds in getting a foothold in the creative industries.

A dedicated talent acquisition partner has helped re-focus the hiring process. This has included a better understanding of unconscious bias, communicating with candidates in a structured way to reduce stress and anxiety and launching schemes and internships to boost workplace diversity, including women in tech roles.

Each department has a training budget for staff to build skills, attend courses and achieve qualifications. For employees keen to gain experience and skills in certain areas, there's the opportunity to get involved with wider business projects. For instance, staff wanting to build confidence in public speaking can present to the company.

There are development opportunities for every stage of leadership. These include courses for aspiring managers in partnership with University College Birmingham, front-line manager training and a 12-month Cranfield University training programme for senior leaders. Managers also benefit from ongoing support through coaching, mentoring and cross-functional management meetings.

Midland Heart is an early adopter of the Sustainability Reporting Standard for Social Housing to benefit its communities and the wider environment. It also looks to recycle wherever possible, whether that's the maintenance team separating waste before disposal or its development partners reusing old roof tiles when building new homes.

There are plenty of opportunities for employees to top up their cash pot. Those rated ‘outstanding’ at their end of year reviews can ‘Grab a Grand.’ There are also long-service rewards and monetary prizes, including for 'etHERO of the month', suggesting ideas implemented by the business and during games and team events.

From day one, all employees are encouraged to reach their potential. There is flexibility to support them to develop in whatever area they choose, and job rotation is encouraged to boost skills and support succession planning. A new role has been created, focusing specifically on employee learning and development.

All staff, from Board to team members, are encouraged to develop their emotional intelligence. A colour-based psychometric tool helps them better understand their style, strengths and the value they bring. It also supports managers in building high-performing teams. And employee development is continually reviewed through one-to-ones and appraisals.

The Trust provides two community hub buildings for groups to use free of charge for holiday and social activities, youth clubs, food banks and warm hubs. Through its social value project, it's also supported the set-up of a community laundry and an outdoor learning space and has helped deliver anti-social behaviour impact awareness sessions.

Online channels and apps keep everyone part of the social goings-on and activities, even if they're not in the office. They're also forums for people to comment and share ideas. At Christmas, small local businesses were invited to sell their products – an event encouraging staff into the office.

When employees get excellent service, they're encouraged to hand out 'we're looking for great people like you' cards showcasing Staysure job opportunities. Everyone who accepts a job offer gets a welcome pack, including a travel mug and snacks. And they get paid a 'set up' day, so they're ready to go on their first day.