Wellbeing

Focus Group

The groups intranet platform provides a wellbeing centre containing advice, information, and videos around mindfulness, diet, finance, exercise, and is available for employees to access at all times. It also provides an Employee Assistance Programme (EAP) which offers a 24/7 counselling service for any of our employees or their direct family that may be struggling.

A learning hub is available to all staff, enabling them to focus on their development. The hub provides onboarding information, details of talent management, details of our learning lunches designed to project positivity and promote life skills, and a training calendar where employees can book themselves onto training workshops such as effective communication and presentation.

Each year colleagues are invited nominate their peers for a wide range of awards, that are presented at an annual awards ceremony. This not only encourages employees to recognise the hard work and efforts of their employees, but also provides a good social setting for employees across the business to interact.

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Telecom

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Southern Housing Group

A new set of company values have been embraced by colleagues, thanks to them being relatable for everyone in the business. These values are used when launching new initiatives, from projects and programmes through to general announcements and events to help add clarity and purpose for employees.

Following a Group-wide awareness exercise for World Menopause Day, which was accompanied by a personal blog from one of the company’s directors, several initiatives have been launched. These include managers menopause guidance, live workshops for menopause awareness and a Yammer page for menopause support, amongst many others in what is an ongoing campaign.

Thanks to Chief Executive, Alan Townshend’s natural leadership style, authentic engagement with colleagues in the Group is achieved through monthly meetings with managers and regular email communications to staff. He also attends staff forums where he invites open questions from all colleagues, enabling him to keep in touch with how colleagues are feeling.

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Housing Associations

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Advanced

To thank staff for their hard work and resilience throughout the pandemic, Advanced introduced its #SummerFridays initiative. This saw every colleague gifted nine half days extra annual leave throughout the summer months to use as they like - from bike rides and walks to picnics and gardening.

With faith and trust in its hiring process, Advanced no longer sets probationary periods for new starters. Instead, it says it gives everyone the best chance of success in their roles by setting clear objectives and personal development plans from their very first day.

To reward the top performers in the organisation, Advanced runs a quarterly talent review process, which gives the opportunity for employees to be given a salary increase at least once per year. Guided by a tool called the 'Advanced Performance Score', people data from six different areas is pulled and analysed.

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Technology

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Cosatto

The monthly 'Cuddle with a Cause' initiative sees the organisation donate £1000, to a charity or cause that has been nominated by one of their team members. Cosatto also works closely with a the charity Mary's Meals, donating 40 pence from every highchair they sell to feed children in education.

A monthly profit-related bonus scheme sees employees rewarded for good company performance. Based on a simple scheme relating to a published scale of profitability, employees can receive a pre-determined bonus from 10% to 40% of their monthly salary. Every employee receives the same percentage bonus, making for a rewarding and motivational initiative.

To allow staff to look after their wellbeing, Cosatto encourages going for walks, taking breaks from the screen and regular 1-2-1 sessions. A free, independent counsellor for employees and their families is available, and a 2-hours-a-day ‘no meeting zone’ has been established where no Zoom calls or face-to-face interactions can be arranged.

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Retail

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Ampersand

As well as the group hike, Ampersand partnered with Forever Manchester for its annual October Cheer Fest. The company hosted activities including a movie marathon day, company raffle and a Halloween Spooktacular, which included a bake-off, raising £820 for the charity during the month.

Most of Ampersand's senior management team have been promoted internally. For example, the current technical director began work at the company about 10 years ago as a graduate developer. The learning and development policy encompasses on-the-job training and attending conferences. The company covers the cost and time for more extensive needs.

Flexible working, private healthcare coverage with a mental health addition and fun activities to learn more about physical and mental health are on offer. The company's main tactic is to build relationships with staff so that they feel comfortable about approaching anyone for help.

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Business Services

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Spitfire Audio

The company has a new child leave policy that applies not only to biological mothers, but to males and females who adopt, foster, have a child with a surrogate, are in same-sex partnerships or are single parents. It offers 52 weeks' leave, including up to 26 weeks' leave on full pay.

As well as providing mental health first aiders and free stress counselling, Spitfire Audio runs a free "socials calendar" which offers staff a mixture of monthly wellbeing-orientated activities, such as yoga, creative opportunities, including pottery and painting, and foodie events, such as pizza-making.

The company gives more than 1% of its annual turnover to organisations that nurture the musical talents of young people, promote gender, ethnic and economic diversity in music — particularly orchestral music — and to organisations near its London headquarters, such as Saffron, which promotes gender equality in the music-tech sector.

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Technology

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Action Sustainability

Employees are contacted for regular wellbeing check-ins, are actively listened to, and have the assistance and support of Mental Health First Aiders within the organisation.

In order for employees to continue their own personal development and ensure they are learning and developing in a way that suits their role, Action Sustainability uses a competency framework to set out an individual career path for every role.

Managers are offered support in their roles through coaching and mentoring. There is also a peer sharing initiative for connecting with and talking to other managers in the organisation.

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FUJIFILM Diosynth Biotechnologies

Understanding the importance of mental health, FDB puts wellbeing at the forefront of the business. Initiatives such as counselling and occupational health are available to employees, as well as 40 in-house mental health first aiders to support those who may be struggling. Managers have also been enrolled on a mental wellbeing course to support teams.

The organisation offers a range of in-house training for all employees, including its Train the Trainer programme, for employees who wish to become a trainer, and its Transactional Management Development and Transformational Leadership Development programmes that support its talent management strategy. It has also developed in-house coaches and mentors to promote a blended learning approach.

The organisation continues to host a range of internal events for local and national charities such as MIND, Macmillan, and Brain Tumour Research, and supports local community sports clubs for children and adults. Match funds of up to £150 are given to individual employees, or £50 to colleagues participating in the same charitable event.

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Manufacturing

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Broads Authority

Both new and developing managers are provided with specific management training and all are given access to an annual development programme to help them develop the key skills needed in their roles.

After the pandemic forced different ways of working, the organisation is now trialling agile working practices in those teams where the nature of the work undertaken allows it. All newly appointed employees will be invited to participate in the trials.

As well as having an Employee Assistance Programme in place for employees' wellbeing needs, the organisation gifted each member of the team an extra day's annual leave between Christmas and New Year in recognition of their hard work during the Covid-19 pandemic.

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Not For Profit Body's

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Sewell Group

Seeking to provide impactful development opportunities for all, Sewell offers a range of programmes including its talent pipeline, Mentor Ship Programme, and ‘Talent takeaway’ – from which employees can choose from a menu of courses. This year the organisation placed a focus on its leadership discovery programme, inspiring and developing future leaders of the business.

For any employees struggling with their mental health there’s an increased number of mental first aiders on hand to provide support and guidance. There’s also useful resources and helpful assets on offer for all employees, including suicide awareness training, ‘Grocery Aid’, and ‘Stress Busters’.

The group donated timber and stones to community gardens and allotments, as well as offering upcycling workshops and encouraging ecology projects such as building bird boxes and bug hotels. Staff are encouraged to participate in litter picks and recruit Green Champions across the business who act as environmental ambassadors for the group.

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Property

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Wellbeing Matters

Focus Group

Southern Housing Group

Advanced

Cosatto

Ampersand

Spitfire Audio

Action Sustainability

FUJIFILM Diosynth Biotechnologies

Broads Authority

Sewell Group

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