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  • Barclays, Finalist 2017, The Cityparents Best for all stages of Fatherhood Award

    So far 162 parents have taken shared parental leave at Barclays – 95 per cent of them fathers. There are also high levels of paid paternity leave take-up. Dedicated coaching sessions and webinars are run to support fathers and of 3,085 members of the bank’s family network, 42 per cent are men. Fathers are supported…

  • 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…

  • Lloyds Banking Group, Winner 2017, Best Large Private Sector Employer

    Enhancements offered for all family leave Proactive support for flexibility in recruitment processes Launched a colleague network for parents and carers Lloyds Banking Group puts flexible work at the heart of its business, focusing on agile workers, parents and carers. Agile working is key to the Group’s strategy. Over a third of employees work in…

  • Lloyds Banking Group, Winner 2017, Best for Flexible Recruitment Award

    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…

  • Lloyds Banking Group, Finalist 2016, The Innovation Award

    Key features Lloyds Banking Group has sought to really embed flexibility across the organisation by taking an innovative approach to agile working The Getting Smart about Agile Working campaign reaches across the business from more inclusive job advertising to agile working assessments for business areas to reducing travel initiatives. The company is receiving more than…

  • Barclays, Winner 2016, The Direct Line Group Best for Embedded Flexibility Award

    Key features Thoroughly embedded flexibility born out of listening to staff and colleagues. Barclays has moved from a point where flexibility was available to everyone for personal reasons to a point were dynamic working is how Barclays achieves its business. Support is available for whole teams to develop dynamic working together. In the future, Barclays…

  • J.P. Morgan, Finalist 2016, The Cityparents Best for All Stages of Motherhood Award

    Key features Comprehensive support for mothers from all grades and from day one of employment. Paid-for emergency childcare support Training for managers to ensure they are equipped to support women as they approach maternity leave and return from it. An 18 week returners programme to support women who have had extended leave from the financial…

  • Santander, Finalist 2016, The Centrica Best for Modern Families Award

    Key features At Santander, the latest innovation in the area of family leave and flexible working, with a specific focus on modern families, is the introduction of a grandparent extension to Shared Parental Leave (SPL). This scheme is designed for employees who are expecting or adopting a child and wish to share their parental leave…

  • J.P. Morgan, Finalist 2016, The Centrica Best for Modern Families Award

    Key features At J.P. Morgan the approach to recruiting and retaining people with modern family lives is comprehensive and wide-ranging. It starts with recruitment where a varied range of strategies are used to ensure recruitment is from the widest pool of talent possible. This includes targeted advertising through Stonewall, Timewise and EmployAbility and through universities…

  • American Express, Commended 2015, The Centrica Best for Flexible Working Award

    American Express (AmEx) has taken a multi-stranded approach to ensuring flexible working is, as it suggests, “embedded into its very DNA”. It is clearly outlined in formal policies, and accompanying leader guides have been created to support the implementation and understanding of these policies. Training on how to manage flexible working requests is also available…