Employer Case Studies
- 29 results for "2023" | clear filter
The impressive work to support mothers at ZS is underpinned by their core value to ‘treat people right’, evident through their innovative approach, array of measures, and generous leave, creating a company in which mothers are encouraged to grow and thrive.
The outstanding offering by bp is supportive of women throughout their parenting journey. Built on their belief to ‘care for others’ at each stage of motherhood, they have fostered an environment where mothers choose to build their careers, evidenced by the impressive retention rates.
Freestyle have developed ways of working that are underpinned by trust and a belief in autonomy, as well as recognising that flexibility can unlock individual potential and prevent burnout.
Reuben Sinclair epitomises flexible working, with an approach that embodies trust and autonomy and an appreciation of the benefits of investing in people, borne out by the impressive progress evidenced.
Unibail Rodamco Westfield’s UK network continuously works towards positively impacting policies, processes and working environment to ensure the organisation is an inclusive and welcoming place to work.
The British Society for Rheumatology puts people at the heart of their recruitment process. Their practices reflect their dedication to flexible working, threading it through job design and interviews, with clearly effective results.
The British Army recognises that the path to parenthood is a workplace issue and, through impactful measures and strong networks that provide help and tackle taboos, is ensuring individuals receive the support they need.
The British Army has implemented a range of innovative measures that are sensitive to the unique and challenging needs of mothers working for the organisation, demonstrating their commitment to increasing the number of women in the Army through effecting cultural and policy change.
HSBC recognise that each journey to parenthood is unique and can be unpredictable, and so go over-and-above to ensure employees have avenues of support when they need it most, and to help bridge the inequalities gap of support.
Nationwide are the gold standard in supporting pathways to parenthood by creating an inclusive and supportive culture which recognises the need for personalised support through a range of measures and robust policies that meet individual needs.
The Bank of Ireland recognises the valuable role of women in driving the success of their business. They are striving, through progressive policies and family-friendly culture, for an inclusive workplace and supportive environment where women can reach their potential.
The Bank of Ireland have implemented a pioneering strategy that promotes wellbeing through a range of support as well as reducing stigma and normalising conversations around mental health.
Nationwide’s family network brings together employees from across the business, creating a space to share experiences and build connections, as well as be a driving force behind creating a family-friendly culture underpinned by best-practice policies.
Citi’s family network is integral to cultivating an inclusive culture. The holistic approach encourages all employees to integrate their personal and working lives, acknowledging the challenges and stages of family life, which allows individuals to grow and develop their careers.
Natwest demonstrates understanding of the huge transition involved in fatherhood. Their equal parenting policy also supports wider cultural change by promoting a shared approach to childcare responsibilities.
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.
Slalom puts flexible working front and centre of the recruitment process, as a way to celebrate individuality and attract the best talent that represents diverse communities with which they work.
A City Law Firm has nurtured a people-first environment that is both beneficial to employees and is acts as an example to others, the success of which is evident in high staff retention.
Mills & Reeve LLP – Commended 2023, Best for mental health & wellbeing sponsored by Investors in People
Mills & Reeve’s approach to wellbeing is people-centred, focusing on solutions that meet individual need and creating an environment where everyone feels they have a voice and are able to show up as themselves.
Grant Thornton’s belief in agile and flexible working is clear throughout each stage of the recruitment process, with hiring manager support and education key to both communicating their flexible ethos and bringing it to fruition.
The work Pinsent Masons has undertaken to address gender inequality has resulted in a supportive culture for fathers and policies that empower them to take a more active role in caring, evident in the take-up of new family leave.
dentsu’s continued investment and prioritisation of mental health support at all levels, alongside their commitment to listening and responding to employee needs, secures their place as a leader in the field.
dentsu strive to make sure all parents and carers have a consistently supportive experience, through creating a community and influencing wider policy changes.
dentsu have shown dedication to creating a high performing flexible workspace where carers can manage their caring responsibilities at the same time as providing first-rate, consistent support that meets diverse needs and acknowledges the challenges of being a carer.
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.
Unibail-Rodamco-Westfield’s (URW) clear commitment to creating a supportive culture for fathers through connection is underpinned by best-in-class policy and fully embedded, evidenced by an impressive record on take-up.
Warmworks’ unwavering belief in valuing the individual to help them fulfil their potential has led to the provision of a range of support with multiple access points, indicative of their nurturing culture and supportive working environment.
Independent Living Fund Scotland takes a holistic approach, placing people at the heart of the organisation by prioritising collaborative working and support through robust family-friendly policies that have resulted in outstanding results.
Independent Living Fund Scotland – Finalist 2023, Best for flexible working sponsored by Arnold Clark
Independent Living Fund Scotland are devoted to embedding a culture where everyone feels valued and supported through ‘life-friendly’ policies and practices.
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.