• Henmans LLP, Winner 2011, Best for Career Progression Award

  Career progression is not dependent on hours worked or how they are worked (at home or in the office). Employees can choose to either work more intensively if they wish, or less so if they want to combine work with other interests or responsibilities. There is a recognition of the potential for home based workers…

• EY – career returner programme, Finalist 2017, The Allen & Overy Innovation Award

  EY –  Career Returner Programme Career returner programme EY Reconnect was created to provide a bridge back into the workplace for experienced professionals following career breaks of 2-10 years. EY Reconnect aims to encourage the attraction and retention of diverse senior talent across the business, especially relevant for those who have had a break for…

• Barclays, Finalist 2017, The Allen & Overy Innovation Award

  Welcome back to work programme offering 12-week placements for senior women who have taken a multi-year career break and want to explore ways of getting back into the working world. Direct channel to recruit high potential senior women from a previously-overlooked talent pool. Six initial placements led to four extended contracts and five seeking permanent…

• Anglia Ruskin University, Commended 2017, The Allen & Overy Innovation Award

  Anglia Ruskin University’s formation of a Part-Time and Flexible Working Forum in response to employee concerns about work-life balance was noted by the judges. The forum has worked to improve career development for flexible workers, promote the benefits of flexible working to reluctant line managers and generally display the organisation’s commitment to flexibility. Evidence from…

• Deloitte LLP, Finalist 2016, The Innovation Award

  Key features Deloitte designed a returners programme with the purpose of reconnecting the firm with senior, talented women who have had time away from their professional careers – for parenthood, family care or other reasons. Agile working was a cornerstone of the programme, making the return to work as smooth as possible. Initial ‘Insight’ days…

• Civil Service, Finalist 2016, The Cityparents Best for all stages of Motherhood Award

  Key features A range of programmes and tools to deliver one overall aim of enabling mothers to achieve their career progression potential. Shared best practice across a large organisation with different departments and agencies ensures ease of movement between those departments and fairness across the whole organisation. The programmes and tools address the softer skills…

• DLA Piper, Finalist 2015, The Santander Best New Flexible Working Initiative

  DLA Piper’s initiative has given a real boost to flexibility by rebranding and relaunching it as ‘agile working’. In particular, DLA Piper has focused on career progression,  often a challenge for flexible workers, through the use of job-sharing supported by clever use of technology. For the rebrand, the  firm developed two guides: one for employees…

• Centrica – Winner 2015 Scottish Top Employers (large private sector)

  At Centrica success depends on its people and it knows that family wellbeing really matters.

• Lloyds Banking Group, Finalist 2014, The Citymothers Best for All Stages of Motherhood Award

  Lloyds Banking Group is committed to providing the best possible support to all colleagues who are experiencing, or about to experience, motherhood. Its maternity policy, which doesn’t have any service length requirements, allows mothers to take up to 63 weeks’ leave, with the benefit of enhanced pay and the option to return on a phased…