All managers at MSC have the option to receive executive leadership coaching from an external development partner. There’s also a partnership with a Diversity and Inclusion organisation which sees all managers undergo an extensive training programme in this area. An internal intranet site houses extensive developmental reading material and tools to support managers.

MSC’s approach is about recognising team collaborative in an inclusive way. This means success is celebrated as a whole, with everyone’s contributions acknowledged. It regularly holds celebrations for a diverse range of events, including National Employee Appreciation Day, where all employees received a personalised chocolate gift to their home, thanking them for their contribution.

Initiatives such as the Cycle to Work scheme and a city-centre based office to support commuting by public transport are just two of the initiatives Simitive has in place to lessen its environmental impact. Combined with this, it runs a paperless office and employs fully cloud-based IT systems.

In order to keep a culture of collaboration and interest during the pandemic, the company held regular meetings on a company and team level, as well as coffee mornings and fun events such as Taskmaster. These were all held in addition to weekly 1-2-1s for all staff members, as well as six monthly development reviews.

Yobota's engagement survey picked up that new starters felt isolated because they couldn't see their new workmates in virtual meetings. Employees are now encouraged to switch on their cameras to create a sense of cohesion, boost social interaction and, of course, meet new joiners.

Junior members of the team will receive career development support and advice from senior management in a new mentoring programme. A virtual workshop provided each member of staff with a wellbeing plan for remote working tailored to their individual needs.

William Blair's Global Inclusion Council, created in 2017, is an advisory group of colleagues responsible for defining the firm's inclusion strategy and priorities to create a workplace where people are encouraged to bring their individual perspectives and experiences to work to drive greater creativity.

During the pandemic, it was important to keep employees up-to-date and to promote team bonding. William Blair launched a microsite dedicated to Covid-19 updates and a special edition of the firm's global electronic newsletter, Inside William Blair@Home.

A pot of money is given to the directors to award to employees they feel have gone above and over expectations. This could be because they have shown integrity, worked collaboratively, taken an innovative approach to their work or exhibited exceptional customer service

Career and apprenticeship journeys published on the intranet, website and LinkedIn highlight how Watford Community Housing attracts, retains and nurtures talent. The two-year-long business graduate scheme provides the chance to learn about different areas of the organisation, while gaining extensive work experience in the housing sector.

Training Tuesdays introduce new skills and competencies from effective pitching and storytelling to cybersecurity, improving presentation and how to focus in a world of distraction. In the past year, WAA Chosen has brought in an external coach to run a two-day workshop with the senior team to develop a new one-to-one process.

The team set a fundraising target of walking, running, cycling or rowing 2,000 miles – about 43 miles each – to raise £2,000 for laptops and digital equipment for children to use while homeschooling. The amount was match-funded by the company's charity foundation. Colleagues also donated unneeded devices to local schools.