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Seafish is a non-departmental public body set up by the 'Fisheries Act 1981' to improve efficiency and raise standards across the seafood industry.
As both a levy and government body, Seafish represents the UK seafood industry and where possible, supports government policy to best meet the needs of the stakeholders they represent.
At Seafish, they pride themselves on their collaborative way of working. At the core of their culture they have their ‘Results Only Working Environment.’ This way of working sets up their staff to deliver results.
They are passionate about looking after their staff and their staff engagement structure reflects this. Their social committee, health & safety committee and staff forum all inform the work of their 'wellbeing group.'
Recently, Seafish have placed a focus on mental health, hosting a programme of events for 'Mental Health Awareness' week. This included Seafish funded breakfasts, allowing staff to break away from their desks to connect with colleagues, a series of targeted emails (focusing on office based staff, remote workers and managers), and sharing resources on how to look after the own wellbeing and that of others.
Seafish's performance framework has a focus on year-round conversations for performance, rather than on a once-a year appraisal. This is to ensure that their employees and managers are supported to continually improve their performance throughout the year so that the positive intentions laid out in their Performance & Development Plans are made a reality in practice.
Seafish call themselves a ‘career making’ organisation and want employees to develop as much as possible with them, for as long as possible, but if their career takes them elsewhere to add value to industry, they want to contribute to their journey.
In addition to staff benefits and performance related pay scheme, their recognition awards schemes are a significant part of how they recognise their staff. These were developed through their staff forum in response to feedback from a staff survey. Their approach has further evolved over the years, following staff feedback and a refresh of their company values, but it continues to be effective and popular with staff.
Learn more about the 8 factors of workplace engagement here
At least 40% of senior managers are women
Companies offering private health insurance for all employees
Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%
40% of employees have more than 5 years' service
At least 10 weeks’ full pay or generous alternative
Male : Female:
Number of responses in region: 46