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
Officially a Global*
Good Company
to Work For
Officially a Good
Company to Work For
Globally*
CHANGING THE WORLD where we are is the vision of Luminus, the community housing organisation that provides affordable homes for more than 30,000 people in Cambridgeshire. Led by Chan Abraham, the chief executive since its launch in 1999, Luminus has 266 staff based in 18 sites in and around Huntingdon. They find Abraham inspiring, scoring 81% positive, in fourth place among mid-sized organisations. Almost everyone works flexible hours to accommodate the school run or other duties and can accrue up to 13 extra days off. It helps that Luminus has built up its own "temp bank" of part-timers to call on. Nearly half of the workforce has stayed put for more than five years and work does not get in the way of priorities at home (82%, second). www.luminus.org.uk
The leader of this organisation runs this organisation based on sound moral principles
Luminus encourages all employees to be healthy. Their impressive suite of health and wellbeing benefits include an online personal health management system, subsidised gym membership, pension and non-contributory health plan (recently expanded to employees' children). The company believe the most effective wellbeing tool they have is their flexible working policy. Whether it is offering bank workers term-time contracts, or enabling full-time employees to work around rush hour traffic, everyone benefits from this approach. It also ensures that managers are able to monitor their employees' working hours, ensuring a healthy work-life balance. Employees can accrue time and take up to an extra 13 days leave a year, on top of their already generous leave allowance. For some employees, i.e. those with more than five years service, this can amount to up to 43 days (excluding public holidays). Staff are keen to stay with Luminus because of the interest they take in their health and wellbeing, resulting in: an increase in staff retention level to 96.1% (2009: 88.8%), a 40% reduction in sickness absence to 3.4% (8.3% in 2009), and increased staff satisfaction and motivation as evidenced through their 2010 employee survey results.
People in my team go out of their way to help me
Luminus encourages all employees to be healthy. Their impressive suite of health and wellbeing benefits include an online personal health management system, subsidised gym membership, pension and non-contributory health plan (recently expanded to employees' children). The company believe the most effective wellbeing tool they have is their flexible working policy. Whether it is offering bank workers term-time contracts, or enabling full-time employees to work around rush hour traffic, everyone benefits from this approach. It also ensures that managers are able to monitor their employees' working hours, ensuring a healthy work-life balance. Employees can accrue time and take up to an extra 13 days leave a year, on top of their already generous leave allowance. For some employees, i.e. those with more than five years service, this can amount to up to 43 days (excluding public holidays). Staff are keen to stay with Luminus because of the interest they take in their health and wellbeing, resulting in: an increase in staff retention level to 96.1% (2009: 88.8%), a 40% reduction in sickness absence to 3.4% (8.3% in 2009), and increased staff satisfaction and motivation as evidenced through their 2010 employee survey results.
My work is an important part of my life
During Summer 2011 Chan held Premium Brand Employer meetings for all employees over a lunch hour so he could hear views on how they can achieve their 2020 Vision: The Road to Renewal. In these highly interactive weekly sessions he encouraged everyone to be open and honest in their feedback. These meetings greatly impacted on employee engagement as it underlined to all employees that the Senior Management Team were open to constructive feedback. Following these meetings various initiatives have been put in place, including integrating their trades team in their monthly staff conferences instead of holding a separate quarterly meeting for them.
The leader of this organisation runs this organisation based on sound moral principles
Luminus encourages all employees to be healthy. Their impressive suite of health and wellbeing benefits include an online personal health management system, subsidised gym membership, pension and non-contributory health plan (recently expanded to employees' children). The company believe the most effective wellbeing tool they have is their flexible working policy. Whether it is offering bank workers term-time contracts, or enabling full-time employees to work around rush hour traffic, everyone benefits from this approach. It also ensures that managers are able to monitor their employees' working hours, ensuring a healthy work-life balance. Employees can accrue time and take up to an extra 13 days leave a year, on top of their already generous leave allowance. For some employees, i.e. those with more than five years service, this can amount to up to 43 days (excluding public holidays). Staff are keen to stay with Luminus because of the interest they take in their health and wellbeing, resulting in: an increase in staff retention level to 96.1% (2009: 88.8%), a 40% reduction in sickness absence to 3.4% (8.3% in 2009), and increased staff satisfaction and motivation as evidenced through their 2010 employee survey results.
People in my team go out of their way to help me
Luminus encourages all employees to be healthy. Their impressive suite of health and wellbeing benefits include an online personal health management system, subsidised gym membership, pension and non-contributory health plan (recently expanded to employees' children). The company believe the most effective wellbeing tool they have is their flexible working policy. Whether it is offering bank workers term-time contracts, or enabling full-time employees to work around rush hour traffic, everyone benefits from this approach. It also ensures that managers are able to monitor their employees' working hours, ensuring a healthy work-life balance. Employees can accrue time and take up to an extra 13 days leave a year, on top of their already generous leave allowance. For some employees, i.e. those with more than five years service, this can amount to up to 43 days (excluding public holidays). Staff are keen to stay with Luminus because of the interest they take in their health and wellbeing, resulting in: an increase in staff retention level to 96.1% (2009: 88.8%), a 40% reduction in sickness absence to 3.4% (8.3% in 2009), and increased staff satisfaction and motivation as evidenced through their 2010 employee survey results.
The leader of this organisation runs this organisation based on sound moral principles
Luminus encourages all employees to be healthy. Their impressive suite of health and wellbeing benefits include an online personal health management system, subsidised gym membership, pension and non-contributory health plan (recently expanded to employees' children). The company believe the most effective wellbeing tool they have is their flexible working policy. Whether it is offering bank workers term-time contracts, or enabling full-time employees to work around rush hour traffic, everyone benefits from this approach. It also ensures that managers are able to monitor their employees' working hours, ensuring a healthy work-life balance. Employees can accrue time and take up to an extra 13 days leave a year, on top of their already generous leave allowance. For some employees, i.e. those with more than five years service, this can amount to up to 43 days (excluding public holidays). Staff are keen to stay with Luminus because of the interest they take in their health and wellbeing, resulting in: an increase in staff retention level to 96.1% (2009: 88.8%), a 40% reduction in sickness absence to 3.4% (8.3% in 2009), and increased staff satisfaction and motivation as evidenced through their 2010 employee survey results.
Companies where at least 40% of the staff have worked there for more than five years.
Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.
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3 Star
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