Employer Case Studies
- 37 results for "2021" | clear filter
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.
When the pandemic hit, Forward Carers, a West Midlands based carer and family support organisation, recognised the huge impact that it would have for unpaid carers across the UK.
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.
Creative thinking from the firm’s trainees and senior partner on how to maintain office charity fundraising efforts while boosting employee morale, physical activity, wellbeing and engagement led to Mills & Reeve’s Winter Charity Challenge. For 12 weeks, employees were invited to take part in challenges via the law firm’s Innovation Hub.
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.
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.
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.
All mothers at Experian, the global information services company, are given a HR contact at the time of their pregnancy to support them and their manager with the right information to plan for maternity leave.
Santander’s response to Covid-19 highlights its position as an industry leader in mental health and wellbeing for staff members.
The Barclays Working Families Network helps staff members with the challenges of balancing family, life and work. It is one of the largest and oldest in the organisation, with 150 ambassadors who raise awareness of the network with other colleagues.
A small charity with a big impact, Keep Britain Tidy has made changes across the organisation to make staff members feel supported and productive.
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.
Hachette UK, one of the UK’s leading publishing groups, took a holistic approach to supporting staff during the pandemic. The organisation prioritised the mental, physical and financial wellbeing of employees, underpinned by decisive action and policies for working parents.
QBE European Operations, one of the world's largest general insurance and reinsurancecompanies, placed employee wellbeing and safety at the very top of their priority list when the world went into lockdown. At the heart of their efforts was employee communications, dedicated to keeping staff connected and informed during the pandemic.
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.
Nationwide’s Working Families Network supports parents, grandparents, other family members and people wanting to start a family. The network provides resources like home schooling materials, access and influence over organisational policies supporting a work-life balance, and professional coaching.
Santander’s Families & Carers Network is for parents, grandparents, partners, those looking to adopt or foster, people struggling with fertility, and colleagues with 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.
Unilever’s aim is to ease any conflict between work and personal life so that everyone can explore pathways to parenthood, reflected in their inclusive family-friendly policies and supportive environment.
Phoenix Group are flying the flag for working carers. Not only do they facilitate the breathing space to look after loved ones alongside a fulfilling career, but they champion older workers and strive for better conditions for carers, for which their research has earned them high praise.
Natwest are striving to be the number one organisation in the UK in providing fertility and baby loss support to their employees through their Employee Led Network and policy framework.
Unibail-Rodamco-Westfield’s ‘Working Families Together Champions’ family network operates to connect and support parents whilst also influencing positive policy change to enhance the family-friendly culture.
Phoenix Group has introduced policies and practices that enable carers in their workforce to look after their loved ones without the worry that it will impact their income or career, thereby creating a culture of belonging which has improved retention and productivity.
Wates is a family-owned business that has instilled a family-first culture, putting measures into action that help their employees, along with their families, 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.
Slalom recognises that offering flexibility enables them to tap into a diverse pool of talent, which in turn helps them address their clients’ diverse challenges.
Macfarlanes’ commitment to creating a family-friendly workplace where everyone can thrive is reflected in the initiatives and practices they have introduced, the success of which is evidenced by their impressive retention rates, showing Macfarlanes is somewhere mothers want to build their careers.
Fragomen has concentrated its efforts on implementing measures that support women to thrive in their career at all stages, with a work-life balance that allows them to give their best to both their role and their family.
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.