Fair Deal

Consultancy

Clarasys

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An online peer reward system allows employees to recognise and reward each other with a monetary prize. This is scaled from a small amount for a thank you to a larger one for exceptional work. Each award has to correspond with one of the company’s values.

A new online learning platform lets employees take control of their own development. It allows them to learn anytime, anywhere with access to courses and other materials. On top of a £100 a year personal learning allowance, consultants can access more funding to achieve their specific career goals.

The company aims for 1000 volunteer days a year, with staff choosing how many they would like to do. Graduate training includes pro bono work for the business’s charities. All employees are encouraged to use their work-related skills in the help they offer.

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Technology

Graphnet Health

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There is no shortage of opportunities to get together and talk work or otherwise. These include twice-yearly company events to share business updates and strategy plans, team away days, virtual lunch breaks, workshop sessions and social outings. Many have looked to build on the camaraderie created by virtual sessions, like 'Friday Night Drinks,' during lockdown.

A monthly company-wide recognition incentive, 'Cheera,' lets employees nominate colleagues for exemplary work they've done to benefit customers, their colleagues or the wider community. A winning name is pulled from a hat, with the employee giving their £500 to a charity of their choice.

In the past 12 months, 95% of employees have completed some work-relating training. Through the Enterprise Initiative Scheme, the company partners with Microsoft, giving staff access to industry-leading accreditations and learning pathways. The company covers the cost of work-related training and offers five days of paid study leave.

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Education & Training

LMP Group

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The leadership team is committed to creating a family feel with open communication lines. Each new employee is welcomed with a coffee by the director – the perfect opportunity to ask questions. Co-founders reach out to employees three months after their start date to check-in on their experience of the company so far.

A salary banding system ensures fair pay for all. Pay is reviewed regularly and benchmarked via a third-party HR consultancy, guaranteeing no discrimination. This approach has proved so impressive that it’s won awards, including Investors in People: Gold; Rate My Apprenticeship: Best Employer; and Best Provider: Third Place – to name just a few.

Holding exceptionally high standards of training is at the heart of how the company operates. All trainers are enrolled as members of professional bodies. Ensuring all team member's skills are aligned with the industry standard, they're continually developed via CPD programmes, forums, events and newsletters.

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Consultancy

QMS International

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Staff are recognised for a job well done, whether that’s a simple ‘thank you’ on internal social platforms or a prize for completing a project or reaching a key milestone. A formal reward system now lets employees give tax-free money or gifts to their colleagues for demonstrating the company’s values.

Recruits are welcomed to the company as part of a small group. Knowing somebody from day one can help them settle in, and they can support each other through the initial compulsory training courses. New employees also get to meet colleagues in each department so they understand how work flows from start to end.

Apprenticeships have been introduced to upskill existing staff and attract new ones. Managers are encouraged to take one in team leadership and are offered one-to-one coaching with an external consultant. They have the chance to share challenges and successes with other managers in special meetings every couple of months.

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Consultancy

Right Legal Group

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Employees now have access to a wellbeing platform giving 24/7 access to a GP, as well as support for physical and mental health issues, grief, financial struggles and other life challenges. An internal wellbeing hub also signposts to articles, podcasts and other resources – often those successfully tried and tested by their colleagues.

More than 100 staff are part of the company-wide group chat, sharing inspiring and motivating words and offering thanks. There have been many virtual get-togethers – some for fun and others for essential Group updates and staff questions. These are in addition to the company-wide meetings all employees are invited to twice a year.

Employees are asked to nominate somebody who has made an outstanding contribution. They may be awarded individually or have the chance to win a £400 voucher if their name gets picked out of a hat. And there’s a £100 bonus for any employee who recommends a hire that passes their three-month probation.

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Marketing & Media Agencies

The Creative Engagement Group

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All line managers can instantly recognise and reward individuals for their contribution and hard work with £100 on-the-spot bonuses. Employees can spend them on anything they like, from spa trips to the latest tech. They simply make their purchase and claim the bonus back through their expenses.

All employees are encouraged to "cash in on your contacts". They're invited to refer potential recruits for vacancies through the company's applicant tracking system. They get £50 should the candidate be invited for an interview, a further £250 if they reach three months of service and a further £1000 if they complete their probation period.

Passionate about helping young people into the creative industries, CEO Russ Lidstone is the Chair of the Board of Trustees for the Mentor Development Programme. Meanwhile, staff now get three volunteering days a year. If they need help finding a cause to support, the company's partnership with Matchable can find the right one for them.

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Recruitment

Sphere Digital Recruitment

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Sphere offers enhanced paternity pay, flexible working hours and 3pm finishes on Fridays. Quarterly and twice-yearly pay reviews are based on targets and are not at the discretion of a manager, in order to eliminate bias.

Staff turnover is below the industry average — 18%, versus an industry average of 40%. Sphere believes that the clarity and transparency it ensures with regard to training, progress, commission, pay and incentives helps to retain employees.

Past charity events include a "sleep-out" to raise cash for the homeless. This year, Sphere is also staging events including a sky dive, games night and fancy dress days in aid of Roald Dahl's Marvellous Children’s Charity, which helps seriously ill children. It also ran a campaign to support Ukraine and donated £5,000.

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Marketing & Media Agencies

Wolff Olins

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Quarterly company meetings have become a global forum, where strategy is shared, work showcased, staff successes recognised and progress in terms of the organisation's principles demonstrated. A pass-the-mic section allows staff to share personal inspirations. Regular informal open-mic sessions with food and drink give staff the chance to ask questions or seek clarification.

The company salary-benchmarks roles annually to keep employees' pay in line with the industry. It means staff who have been with Wolff Olins for a long while do not need to jump ship to get better pay. It doesn't negotiate on salaries to avoid promoting a "those who shout loudest win" culture.

Wolff Olins makes a financial contribution to the Brixton Finishing School, in London, which aims to increase diversity in the marketing, advertising and communications industries. It runs training programmes for underrepresented communities. The company's staff give their time to create content for courses and to mentor students.

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Technology

Hectare Agritech

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Managers are empowered to give team members time off for mental health days. Leaders have been known to share their issues to encourage colleagues to feel comfortable talking to them, so that they are supported to face challenges outside work. Office pets are strongly encouraged, as they increase positivity and happiness.

Hectare's Slack channel #Happyscrapbook is a fun space for staff to share daily or weekly highlights from their lives. Team socials provide entertaining nights out. One of this year's get-togethers was a gig at the Half Moon, in Putney, where staff cheered on their chief operating officer, Dave Rose.

Staff were given a £3,000 surprise at this year's summer event in a mystery envelope containing a "golden ticket" that was place under their chairs. The leadership team said the money was a reward for their monumental efforts and to help with the cost-of-living crisis.

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Consultancy

Makara Health Communications

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Every employee received a personalised report after taking a psychometric survey. The results were then used in a workshop to help staff better understand themselves and their colleagues – their energies and preferences. Line managers are now better informed on how to communicate with their team members.

The consultancy wanted to recognise staff for their efforts and show that it was there to support them by responding to the cost-of-living crisis. It gave everybody – regardless of their position or length of service – a £700 pay increase to reflect the predicted average increase in household energy bills.

The company is experienced in helping clients with their learning and development needs and takes the same proactive approach to its own staff. It encourages them to consider the ‘learning zone’ versus ‘comfort zone’, with everyone’s annual review identifying training or growth areas. These are then taken forward through Individual coaching or group sessions.

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What are companies doing with regards to 'Fair Deal'

What affect will focus on the 'Fair Deal' factor have?

Clarasys

Graphnet Health

LMP Group

QMS International

Right Legal Group

The Creative Engagement Group

Sphere Digital Recruitment

Wolff Olins

Hectare Agritech

Makara Health Communications

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