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  • 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 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…

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

    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…

  • 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…

  • Barclays Bank, Finalist 2015, The DTCC Best for Innovation Award

    Barclays recognises the importance of enabling colleagues to grow their careers while they grow their families. Feedback from employees after a bespoke event on maternity and paternity was the catalyst for their innovative ‘Stay in Touch’ app that helps those out of the business on maternity or parental leave to feel connected. At the event,…

  • Barclays Bank, Finalist 2015, The Santander Best New Flexible Working Initiative

    Barclays has made its belief in flexible working real through a wholesale commitment to change. Its year-long Dynamic Working Campaign (DWC),  developed in 2014, recognised that people have many roles throughout each life stage, at home and at work, and need time, flexibility and energy to fulfil them all. DWC has developed a culture where…