Employer Case Studies
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Offering ‘life-friendly’ flexibility to all employees means that ILF Scotland has happy employees and very low sickness absence. This is despite the organisation—which provides financial awards to more than 4,000 disabled people in Scotland and Northern Ireland—actively recruiting people with long-term health conditions and impairments.
Promoting flexible working as ‘the norm’ has helped technology firm Pitney Bowes retain employees with 77% indicating that it is important to them in a recent engagement survey. Productivity metrics are increasing because of a wide set of initiatives designed to elevate flexible working, one of which supports older employees so they can ‘wind down…
Incremental Group firmly believes that work is a thing you do and not a place you go.
Scottish Water is a public sector organisation providing vital water and wastewater utility services across Scotland, enabled by a workforce of 4200 employees.
Edinburgh Airport is Scotland's busiest airport ensuring thousands of passengers reach their destinations each day safely and with the best customer experience.
Scout’s Scotland understands that people need to be able to balance work and life at home in a healthy way.
Formedix is a Glasgow based software developer with a platform to help pharmaceuticals companies manage clinical trials more quickly and efficiently.
At Hymans Robertson, working flexibly is fundamental to the way we do business. We encourage and actively support the use of agile working for all staff across the business.
Warmworks delivers the Scottish Government’s Warmer Homes Scotland programme, designed to provide energy efficiency improvements to households that are in or at risk of fuel poverty.
Santander has a holistic approach to the wellbeing of their staff, implementing a package of support that allows employees to thrive.
SF Recruitment’s dedication to flexibility is driven by a belief in the benefits for both individuals and the business, evident in the resounding success of their comprehensive flexible model.
Telescope have implemented successful flexible working and are seeking to evolve further to build on employee engagement and continue to be a desirable employer for new talent.
Before the pandemic, all the charity’s 800 staff could flex their hours and location from day one of being employed. This enabled the charity to move quickly to a 100% remote and flexible model in March 2020. Recognising and celebrating the diversity of families is core to Teach First’s approach, ensuring personalised support to understand and meet individual needs.
Wellbeing is addressed holistically at law firm Mills & Reeve, with support for parents, carers, those living alone, those experiencing domestic abuse and parents of children with additional needs. Health and fitness, as well as digital and financial wellbeing are all catered for. Flexible working is key with more than 250 different working patterns at the company.
A strong community culture and authentic personal connection drive the sense of wellbeing at the management consultancy firm, Slalom. Peer support sessions, buddying and joint tea breaks all foster an environment where individuals can talk with one another about their experiences, struggles and challenges.
A small charity with a big impact, Keep Britain Tidy has made changes across the organisation to make staff members feel supported and productive.
In 2020 the British Army reviewed and updated its commitment to gender equality by publishing a revised 10-year plan to increase the representation, retention and progression of women.
Together Housing is one of the largest non-profit housing associations in the North of England, managing over 36,000 homes. With 1,493 employees, the organisation has always offered flexible working from day one and prides itself on this being one of the main benefits.
The University of Strathclyde employs more than 4,000 staff. The organisation started an agile working pilot in May 2019 with around a quarter of staff working flexibly before the pandemic. Covid-19 accelerated the roll out of agile working and during 2020 all staff worked flexibly.
Being in the healthcare industry, the organisation was forced to react quickly to the pandemic. A new Covid-19 health and wellbeing team was introduced, initially supporting staff who had symptoms or were isolating. This expanded into providing physical, emotional and practical support, as well as financial advice.
West Midlands Police’s carers support includes three days paid leave each year to care for a dependant, short-term flexible working and adjustment leave, which is a short time off to adjust to new caring responsibilities.
Swansea University recognise that most staff will become carers at some point in their life. The organisation’s culture is centred around supporting them to balance work and caring responsibilities.
The senior team lead by example when it comes to flexibility at Warmworks, the managing agent for the Scottish Government’s fuel poverty scheme. All seven of the organisation’s leadership team either work remotely, compress or flex their hours, or take time for volunteering and family commitments.
Anglo American offers a comprehensive package of support for employees who have caring responsibilities.
Man Group, a global active investment management firm, introduced an Enhanced Global Parental Leave Policy in 2018. This offers 18 weeks of leave, on full pay, within a year of the date the child joins the family. This is for all parents, regardless of gender and whether a child has been born, adopted, or fostered.
Hill Dickinson is an international commercial law firm employing more than 850 people. The company encouraged flexible and agile working long before Covid-19, with the emphasis being on the employee choosing how they work.
Streamline Corporate is a provider of branded merchandise, branded clothing and print. The organisation began flexible working in 2011 and it’s starting point has always been ‘yes’ to flexible working requests.
Healthy Mind Champions are being rolled out across Nationwide Building Society. All business areas must have someone trained to spot mental health issues and signpost to appropriate support.
Unibail-Rodamco-Westfield build and manage property, including shopping centres, residential, convention and exhibition space, and airports. The organisation goes above and beyond to support mothers at all stages of parenthood every step of the way.
Of all the organisations’ male employees, 75% are fathers. The company offers enhanced paternity leave of four weeks at full pay, with flexibility on how they take it, which 100% of eligible fathers took in 2020. They match their enhanced Shared Parental Leave to their enhanced maternity package, with flexibility on how this is utilised within the first year following the birth of a child. They offer three months of leave at full pay and an additional 3 months at half pay.
Santander’s response to Covid-19 highlights its position as an industry leader in mental health and wellbeing for staff members.
Lloyds Banking Group launched a dedicated Returners Programme in 2014 to help bring on board highly skilled and experienced applicants who had taken time out of their careers. The programme attracts hundreds of candidates a year and almost all successful returners go on to permanent positions within the bank. Key Points More than 2,600 applicants…
Job advertisements are specific about the types of flexible working that are possible in the role. Role design and agile hiring toolkit for line managers launched Massive technology investment to support agility Lloyds Banking Group has extended its agile approach into the hiring process. The bank has worked with candidates and managers to enhance advertising…
Key Features EY has a recruitment drive to double the size of the business in the next four years and flexible working is being used to attract and retain the best talent. A communications campaign called ‘The Future is Flexible’ has seen applications to EY increase by 27 per cent. Partners and hiring managers have…
Key features Deloitte has introduced the Working Parents Transitions Programme for new parents and their managers to ensure they receive the best support prior to, during and after maternity leave The programme has attracted over 70 per cent of new mothers and seen the number of mothers leaving within 18 months of return from maternity…
Key features Santander has introduced an early extension of Shared Parental Leave (SPL) to grandparents, a scheme that is widely believed to be the first of its kind in the UK. Grandparents will now receive the same benefits as women on maternity leave and partners taking SPL, with 16 weeks of full pay provided Santander…
Key features A wide ranging approach to diversity covering recruitment, employee networks, provision of faith rooms and support for those on global assignments. Investment in modern families, providing private medical insurance that subsidises fertility treatment as well as investing in staff networks. Staff networks are taken seriously and respected with nearly 40 per cent of…
Key features All employees are able to access family support and work-life policies and 24 per cent of the workforce works flexibly. Flexibility has significantly increased retention – turnover in the corporate team reduced from 30.2 per cent to 17.5 per cent Project Sky addresses gender imbalance at senior levels – de-stigmatising working less than…
IT specialist Quorum Network Resources is a dynamic small business whose 53 employees enjoy a friendly, open environment, encouraging a sense of team spirit across all sites.
Lloyds Banking Group has a long track record in flexible working, as one of the first employers to open up flexibility to all employees more than 15 years ago. However, it recognises that it needs to be proactive in this area as employee expectations around work–life balance increase, and the business environment changes too. The…
With just over 91,000 employees working from multiple head office and branch sites across the UK and overseas,business travel plays an important part of Lloyds Banking Group’s operations. In June 2011 Lloyds Banking Group launched No Travel Week; an initiative introduced to reduce the cost of business travel by actively encouraging staff to avoid all…
Case study library supported by a donation from the Wainwright Trust
The now-closed Wainwright Trust was set up in 1988 in the name of equal pay and opportunities pioneer David Wainwright. Following David’s tragically early death in 1987 the Wainwright Trust raised money, commissioned and published research, funded and helped produce invaluable tools in the fight for equal pay and opportunities and held annual events to bring together and update people committed to and active in the area of equality at work.