Gatwick Airport Ltd

Officially a Very Good
Company to Work For

Officially a Very Good
Company to Work For

Officially an Outstanding
Company to Work For

Officially an Outstanding
Company to Work For

Officially a World Class
Company to Work For

Officially a World Class
Company to Work For

Officially a Good
Company to Work For

Officially a Good
Company to Work For

#
Best Company to work for in the UK
th
Best Company
to work for

Featured Workplace Factors

My Company

53% of staff agreed

This organisation is run on strong values / principles

In 2012, Gatwick set out to improve the quality and quantity of development conversations. Gatwick did this through the ‘My Development' roll out with a focus on personal and career development. This involved developing a brand, ‘Grow@gatwick' and designing a guide for all employees. The guide consisted of introducing employees to a 70/20/10 approach to development - 70% is ‘on the job', 20% learning with others and 10% is formal learning. The guide sets out expectations for the individual around preparing for a development review and the structure of the conversation itself. This was then rolled out through specific briefings, underpinned by a marketing campaign. The HR system, ‘MyView', was updated to support the personal development conversation structure with the Personal Development Plan (PDP), which enables both line manager and individual to interact and continually update the PDP. They then added the career development aspect supported by a range of resources. One of the biggest impacts came from four in-house Careers Fairs that were offered to all individuals across the business. The fairs enabled individuals to find out more about other functions, typical roles that are recruited for and the skills required as well as getting advice on career development. Reports are regularly run from ‘MyView' to ascertain development trends and needs so they can best support individuals. The most recent People Leader survey results showed that 83% agree or strongly agree that their line manager has ‘regular conversations with them about their personal development'.

My Team

61% of staff agreed

This job is good for my own personal growth

In 2012, Gatwick set out to improve the quality and quantity of development conversations. Gatwick did this through the ‘My Development' roll out with a focus on personal and career development. This involved developing a brand, ‘Grow@gatwick' and designing a guide for all employees. The guide consisted of introducing employees to a 70/20/10 approach to development - 70% is ‘on the job', 20% learning with others and 10% is formal learning. The guide sets out expectations for the individual around preparing for a development review and the structure of the conversation itself. This was then rolled out through specific briefings, underpinned by a marketing campaign. The HR system, ‘MyView', was updated to support the personal development conversation structure with the Personal Development Plan (PDP), which enables both line manager and individual to interact and continually update the PDP. They then added the career development aspect supported by a range of resources. One of the biggest impacts came from four in-house Careers Fairs that were offered to all individuals across the business. The fairs enabled individuals to find out more about other functions, typical roles that are recruited for and the skills required as well as getting advice on career development. Reports are regularly run from ‘MyView' to ascertain development trends and needs so they can best support individuals. The most recent People Leader survey results showed that 83% agree or strongly agree that their line manager has ‘regular conversations with them about their personal development'.

Giving Something Back

67% of staff agreed

I am happy with the pay and benefits I receive in this job

In 2012, Gatwick set out to improve the quality and quantity of development conversations. Gatwick did this through the ‘My Development' roll out with a focus on personal and career development. This involved developing a brand, ‘Grow@gatwick' and designing a guide for all employees. The guide consisted of introducing employees to a 70/20/10 approach to development - 70% is ‘on the job', 20% learning with others and 10% is formal learning. The guide sets out expectations for the individual around preparing for a development review and the structure of the conversation itself. This was then rolled out through specific briefings, underpinned by a marketing campaign. The HR system, ‘MyView', was updated to support the personal development conversation structure with the Personal Development Plan (PDP), which enables both line manager and individual to interact and continually update the PDP. They then added the career development aspect supported by a range of resources. One of the biggest impacts came from four in-house Careers Fairs that were offered to all individuals across the business. The fairs enabled individuals to find out more about other functions, typical roles that are recruited for and the skills required as well as getting advice on career development. Reports are regularly run from ‘MyView' to ascertain development trends and needs so they can best support individuals. The most recent People Leader survey results showed that 83% agree or strongly agree that their line manager has ‘regular conversations with them about their personal development'.

Benefits

Long Service

Companies where at least 40% of the staff have worked there for more than five years.

Maternity

Companies offering at least 10 weeks’ full pay or generous alternative.

Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.

List Positions

National Ranking
#
Best Small Companies to work for in the UK
National Ranking
#
Best Mid-Sized Companies to work for in the UK
National Ranking
#
Best Large Companies to work for in the UK
National Ranking
#
Best Big Companies to work for in the UK
National Ranking
#
Best NFP Organisations to work for in the UK
Sector Ranking
#
Best Companies to work for in the UK
London
#
Best Small Companies to work for in London
London
#
Best Mid Sized Companies to work for in London
London
#
Best Large Companies to work for in London
London
#
Best Big Companies to work for in London
The Midlands
#
Best Companies to work for in the Midlands
East of England
#
Best Companies to work for in the East of England
The North East
#
Best Companies to work for in the North East
The North West
#
Best Companies to work for in the North West
Northern Ireland
#
Best Companies to work for in Northern Ireland
Scotland
#
Best Companies to work for in Scotland
The South East
#
Best Companies to work for in the South East
The South West
#
Best Companies to work for in the South West
Wales
#
Best Companies to work for in the Wales
Yorkshire & The Humber
#
Best Companies to work for in Yorkshire & The Humber