What are companies doing with regards to 'Giving Something Back'

The Entertainer's focus on wellbeing is evident through initiatives to ensure a balance between work and home life, whilst aiming to reduce stress in the workplace and boost employee engagement. Its Health MOT sessions and wellbeing week activities are enjoyed within the business each year.

Team members interact with one another throughout the year via activities produced within the company. Exercises including Pilates, Reflexology and Yoga provide opportunities for team members to connect, reinforcing a sense of belonging.

The GEM reward scheme recognises and rewards exceptional performance, ensuring that employees feel fairly treated. The scheme provides tangible benefits such as vouchers, fostering a sense of fairness and appreciation.

The Landmark London's management team leads by example, fostering a culture of respect and improvement. They encourage team members to live the company's values and principles, instilling a sense of trust and support.

During the past year, the organisation promoted a new Kingsbridge Health plan to staff and also worked with Benenden Healthcare to provide information to staff who might benefit from monthly membership. It further supports it employees through Mental Health First Aiders, Inspire EAP, and training on Neurodiversity.

Utility Regulator has introduced a leadership development programme to reinforce need for collective leadership and the importance of basic management functions, and to improve communication on corporate issues, increase awareness of governance requirements, promote cross directorate ways of working and support learning and development.

DMSL’s Wellbeing Forum meets to discuss the current wellbeing climate, concerns, goals and a calendar of events. This year, it has planned drop-ins on financial wellbeing, the menopause, loneliness and caring for people who are unwell. Its Wellbeing Charter includes an hour per week set aside for individuals to do something that supports their wellbeing.

The organisation has created a leadership community who meet informally to talk all things leadership, and as topics for development are identified workshops are set up. This has included Feedback, Setting Objectives, Leaders as Coaches, Growth Mindset and more business as usual topics such as handling bonus awards and pay reviews.

Evenlode's leadership promotes transparency and open communication. This is exemplified by the availability of the company's monthly MI pack to all employees and the open discussions during the quarterly company meetings.

Evenlode prioritises employee wellbeing through flexible working hours, a two-day a week office policy, and wellbeing activities such as exercise classes and courses.

Express Solicitors offers an Employee Assistance Programme. Furthermore, access to the Wisdom wellbeing app offers employees a wealth of resources on sleep, meditation, fitness and recipes. Due to the nature of Personal Injury claims, the organisation provides guidance and training on challenging matters like dealing with clients with suicidal thoughts or suffering from trauma.

During November and December, Express Solicitors bring its teams together to build positive energy during Winter Incentives competitions. A generous social budget for all departments allows regular social events such as team meals and drinks, bowling, golf, escape rooms, axe throwing, pool evenings, cocktail making, and hikes, all chosen by team members.

CLP encourages a sense of pride in their organisation through maintaining the unique identity and ethos of each school. The shared ethos amongst the schools fosters a sense of belonging, enabling individuals to make a difference.

CLP promotes personal growth through inspiring curiosity and a lifelong love for learning. The School Development Plan, drawn up each year, ensures that everyone's skills are utilised to their full potential.

Aquavista’s social committee ensures that there is a regular schedule of events throughout the year to look forward to. Leaders and managers are further encouraged to schedule regular team meetings with some of those focusing on team building exercises.

Aquavista provides managers with a combination of face-to-face and online learning covering both practical skills around the employee lifecycle as well as understanding behaviours and the links between behaviour and performance. The focus is on getting the best from your team as a Manager.

The Health and Wellbeing team are all Mental Health First Aiders and they take action and lead the group. The organisation also has a Health and Wellbeing Strategy and Plan, which includes a calendar of activities to help team CDUK.

CDUK provides a profit-related pay scheme based on turnover and individual KPIs. It also has a Hero of the Quarter Award for someone who has best demonstrated the organisation’s values. It further gives Birthday and Long Service Awards, and has a thank-you portal to recognise help, support and hard work.

Innovia Films regularly undertakes salary benchmarking to ensure that employee wages are fair. In addition to this, all employees receive a Christmas hamper filled with festive treats made from Innovia Films’ products.

The organisation has implemented a set of training modules for its people managers to give them the skills they need to be more effective in their roles. Managers are given cross-functional projects to support and lead in order to challenge them in leading different teams and to improve their organisation-wide knowledge.