In the Know' sessions take place weekly with a different presenter, either internal or external, doing a 30-minute presentation on a specific area. This is used for knowledge transfer and product overviews, and allows employees to get some insight into areas of the business they may be less familiar with.

In line with the firm's environmental policy, staff are encouraged to keep printing to a minimum, turn off electrical items when not in use and use the air conditioning responsibly. Energy saving lightbulbs are fitted throughout the offices and waste is sorted for recycling.

After a long period of mergers and acquisitions, the company is revising its values, but sustainability and care of the planet remain at the forefront. Areas that have been focused on for improvement are consistent company communication, learning and development opportunities and providing fun activities.

The company works closely with and supports #2minutebeachclean, a campaign to clear rubbish from our beaches, which has been featured on BBC news. It also works with its partner Protect Our Winters UK, which aims to speed up the transition to being carbon neutral.

Throughout the pandemic the bank has continued to support its newest people managers with coaching and guidance, albeit virtually, to help them deal with the complexity caused by lockdown and remote-working. Ikano also arranged support webinars on a number of topics including resilience and leading in a crisis.

Traditionally Ikano Bank has rewarded staff with vouchers worth between £75 - £175 to share with their friends and family and has given digital gifts such as Echo Dots, Virgin Experience Days, additional holidays and even trips to Sweden to fully embrace the Ikano culture.

The annual appraisal process allows individuals to set objectives with their manager and these are reviewed throughout the year to ensure goals are reached. This provides the basis for two promotion waves within the year where individuals are put forward for progression.

For Christmas, instead of giving gifts to clients, IFF donated to two charities on their behalf. By supporting homeless charity Centrepoint and The Trussell Trust which support foodbanks, IFF was able to help others at need last Christmas. Staff also get two paid volunteering days a year.

HWCC has continued to support professional development including degree apprenticeships. Managers have access to the training courses and webinars the Chamber has organised for external businesses which range from building resilience to managing mental health during the Coronavirus crisis and leading through change and uncertainty.

During the pandemic, HWCC has provided a day's paid leave for employees to take part in charity work. Fundraising events included a virtual Macmillan Coffee Morning and a short comedy festive video it made for a virtual carol service to raise money for the local food bank.

Healios is launching its first management development programme. The People Manager learning pathway is based on an analysis of the day-to-day challenges and opportunities managers face. The scheme aims to enable managers to act as stewards for the company's culture and engender an atmosphere in which all employees thrive.

Last year, Healios launched the Healios Academy, a career-development initiative for experienced clinicians to develop autism assessment skills. The academy was set up to address Helios's need to expand its neurodevelopmental team, as a result of unprecedented demand for its assessment services.

Hallam has a social channel dedicated towards recognising achievements where employees can nominate one another for going the extra mile or being a great colleague. At the weekly get together the person with the most nominations receives a prize, usually a gift card or a day trip.

Hallam has three training tracks: leadership, specialist, and consultant. During the pandemic Hallam delivered comprehensive training including a reading programme and online courses in assertiveness, machine learning and design. It also launched a programme called Unity to promote integrated working and communication.

To thank its team members in the north east for their efforts, commitment and resilience during an unusual year Haines Watts stopped work on a Wednesday afternoon and encouraged everyone to do something they enjoyed and had afternoon tea delivered to their homes.

Haines Watts promotes employee development by showcasing stories of those who have completed its award-winning talent programmes which earned it Silver for Employee Training and Development at the UK Employee Experience Awards in 2020. The Leadership Development Programme has transformed learning and development at the firm.

In 2020, as part of its commitment to diversity and inclusion Goodstuff launched its D&I network: the Do the Right Thing Council. The Council is made up of eight working groups covering different areas of diversity each spearheaded by a Partner in a leadership role.

All training programmes have continued during the pandemic during which time 30% of Goodstuffers gained a qualification from the industry's governing body, the IPA. Development opportunities include Manager's Academy, a six-month programme for all managers and regular all-agency training talks which everyone is encouraged to attend.

The remuneration package includes 28 days annual leave in addition to bank holidays, company pension contribution and life assurance plus flexible benefits, including a health cash plan, the opportunity to buy additional holiday, a cycle to work scheme, an onsite gym, and retail discounts

In response to the pandemic Golding launched a hardship fund giving £100 to residents struggling financially for essentials such as food, gas, and electricity. It also donated to homelessness charity, Porchlight and Maidstone Winter Churches Shelter, providing 55 hot meals over Christmas and sent hampers to local charities.