Each year Cambridge Online take two students on a work experience programme. Each member of the Leadership Team spends time and shares their views of what it is like to run a team within a company. The students then spend time with each member of those teams to bring to see how it works in reality. This gives them a great insight into what work is really all about and how different teams interact and the views and needs of companies and their managers or employees from a real employer's perspective. The Managing Director spends time giving an overview of the pressures of managing a business and bringing together how all the departments need to work together to effect this. Additionally, there is a session on making a difference as an employee and instructions as to how companies interview and guidance on how to approach the job market. They offered a week's work experience to someone known to the Company who has recently fallen on hard times. This has given him the opportunity of regaining some self-respect and feeling valued again, giving him the benefit of a good reference and hopefully giving him the inspiration to seek further employment. They also have a team who organise various charity events for staff to attend throughout the year. These events are funded by the Company and raise a significant amount of money for a chosen charity. Cambridge Online are proud of their continued support of the apprenticeship scheme and each year aim to continue this.

Each year Cambridge Online take two students on a work experience programme. Each member of the Leadership Team spends time and shares their views of what it is like to run a team within a company. The students then spend time with each member of those teams to bring to see how it works in reality. This gives them a great insight into what work is really all about and how different teams interact and the views and needs of companies and their managers or employees from a real employer's perspective. The Managing Director spends time giving an overview of the pressures of managing a business and bringing together how all the departments need to work together to effect this. Additionally, there is a session on making a difference as an employee and instructions as to how companies interview and guidance on how to approach the job market. They offered a week's work experience to someone known to the Company who has recently fallen on hard times. This has given him the opportunity of regaining some self-respect and feeling valued again, giving him the benefit of a good reference and hopefully giving him the inspiration to seek further employment. They also have a team who organise various charity events for staff to attend throughout the year. These events are funded by the Company and raise a significant amount of money for a chosen charity. Cambridge Online are proud of their continued support of the apprenticeship scheme and each year aim to continue this.

Each year the Leadership Team run a series of presentations to include all members of staff entitled "The Cost of COSL". The sessions are intended to give all members of staff a detailed understanding of how the company make their money, where it comes from, where they spend it and what happens to the profits. Cambridge Online see this as a unique way to engage with staff and let them know exactly what they are contributing towards. In running these sessions, they feel that they lead from the front in demonstrating honest and openness of communication, improving awareness and helping people to understand how their individual actions contribute to the overall success of the Company. They have implemented a Lean and 6 Sigma culture and have commenced a programme of workshops designed to raise awareness of how individuals can contribute to the Company's greater success by working in cross-functional teams. David, the CEO, strikes an excellent balance between compassion and focus. He has really energised and focussed the team but remains fully aware that everyone who works at the company is a person with personal responsibilities and needs. David has created a culture of empowerment reversing 33 years of autocratic management. This has been achieved through an open communication style and building a Leadership Team with complementary skill sets to each other. In order to define the strategic direction of the company, David introduced the "6 Pillars" of the business. They are based on the 6 core principles. There are projects and activities aligned to each pillar with timescales and ownership. This is published on the intranet for all staff to view.