A “warm Cifas welcome” awaits new starters at the UK’s largest fraud-prevention service, along with chocolates, a four-week induction programme and a "buddy" to help them settle in. For the not-for-profit organisation, instilling a sense of connectedness from the beginning of an employee’s career with the company is an important part of its culture.

Making sure staff are looked after doesn't stop at induction, though. To support people through the economic crisis, Cifas has given staff a cost-of-living bonus, offered support with wellbeing and financial health and provided a winter-warmer survival kit, including flasks and vouchers for hot drinks, hoodies and hand warmers.

The business has launched new business and people strategies. As a result, Cifas’s leadership team has revised its approach to office-based working, updated the pay structure and introduced policies to enable agile working.

The organisation encourages staff to engage with its employee representative group, which gives them a voice. Representatives meet the chief executive, Mike Haley, and head of people and culture bi-monthly to talk about business and people strategies, leading to what it says is meaningful change that may not have otherwise been considered by the organisation.

As a result of the last staff survey, the company also invested in its wellbeing provision. On top of that, it is launching "value audits" to ensure that its working practices and policies have its values of integrity, collaboration, respect, expertise and innovation at their core.