All articles by Alison Coleman – Page 2
-
Case StudiesHootsuite uses feedback from LGBTQIA+ employees to inform its benefits package
Social media management organisation Hootsuite, which employs around 1,000 people, has implemented a range of lesbian, gay, bisexual, trans, queer, intersex, asexual and more (LGBTQIA+)-friendly initiatives. These include a restructuring of employee benefits, with increased coverage for mental health, fertility treatment, and gender affirmation surgeries, and the establishment of a ...
-
AnalysisHow can employers support LGBTQ+ employees?
Need to know:In ensuring that they are supporting employees from within the LGBTQ+ community, employers need to talk to and gain feedback from their employees to establish their needs and identify areas where they feel support is lacking.The inclusion of LGBT+-friendly benefits, such as gender transitioning treatment, fertility and parental ...
-
AnalysisHow to engage lower-paid staff with pensions during the cost-of-living crisis
Need to know:Illustrating the future pension payback to staff can incentivise saving and lessen the sense of giving up money today.Employees should be fully informed of the risks of reducing pension contributions through simple projections and calculations that show the impact on their long-term financial security.Face-to-face and email communication channels ...
-
Case StudiesEasyfundraising highlights the importance of pension saving to staff
Charity website Easyfundraising, which employs 85 staff, recently switched from its group personal pension (GPP) scheme to a salary sacrifice arrangement, primarily to negate the increase in national insurance (NI) in April 2022.Janna Bates, head of HR at Easyfundraising, says: “The same amount of money is going into the pension ...
-
AnalysisHow to use total reward to create a unified culture
Need to know:Focusing on culture creates a natural connection with total reward that is authentic, compelling, and connects back to the employer brand.Encouraging discussion between remote and international teams about total reward drives connectivity, and unity and enhances the employee experience.Current talent shortages, coupled with soaring inflation and a higher ...
-
Case StudiesIFS uses total reward approach to unify global culture
Global enterprise software organisation IFS employs over 5,000 employees in more than 50 countries worldwide. With its total reward approach, it aims to ensure that everyone is paid fairly for their contribution to the organisation’s success which helps to foster a strong team spirit and positive culture.Kate Bishop, chief human ...
-
AnalysisHow employee share schemes can be used to attract and retain talent
Need to knowFinancial gain aligned to the success and growth of an organisation supports medium- and long-term motivation and retention.Employers should keep communications clear, but simple. Employees will need to understand the personal monetary value of a share scheme before making the decision to sign up.Share schemes should be part ...
-
Case StudiesPetroplan launches enterprise management incentive to drive engagement
In April 2022, global talent acquisition specialist Petroplan Group launched an enterprise management incentive (EMI) scheme in the UK, with an equivalent share option scheme for its non-UK offices, giving its 80-strong workforce an opportunity to build an ownership stake in the business.The move is designed to help drive productivity, ...
-
AnalysisThe changing face of flexible benefits
Need to know:Technology is key to offering a flexible benefits scheme that confers greater autonomy on employees to select, change, and manage their benefits.Cash pots are becoming an important element of the flex offering due to their personalisation power, as employees increasingly expect a tailored approach.With benefits budgets under pressure, ...
-
Case StudiesDigital Detox uses flexible benefits to provide comprehensive and evolving support
Digital design agency Digital Detox, which employs a team of 50 engineers, creatives and strategists, has been steadily evolving its flexible benefits package over the past few years. The Covid-19 pandemic, coupled with a shift to being digital-first, accelerated the pace of change to ensure that the organisation's flex offering ...
-
AnalysisAdapting pay strategies to cope with the cost-of-living crisis
Need to know:Sweeping pay rises may not be achievable for many employers, but spot bonuses can help staff without as heavy an impact on yearly budgets.Financial wellbeing and flexible pay tools can help employees gain greater flexibility and control over their money.Effective communication of the benefits available to staff, as ...
-
Case StudiesPromoVeritas focuses on pay to provide security for staff
In a move to help staff cope with the soaring cost of living, promotional marketing agency PromoVeritas announced an across-the-board 6.5% pay rise for its 40 employees in March 2022, and a rise of 8% for those who achieved a performance score of eight out of 10 or higher in ...
-
AnalysisWhat support can employers give to young adult carers in the workplace?
Need to know:Good communication and open dialogue with young carers is the most effective way of identifying the challenges they face.Offer benefits and support for their career progression and learning opportunities.Employers need to be aware of their legal responsibilities to staff caring for those with disabilities or who need time ...
-
Case StudiesM&C Saatchi gets support message across to carers
In January this year global marketing firm M&C Saatchi introduced a programme of support for the carers among its workforce, including young adults.The organisation employs around 700 people in the UK and has partnered with childcare provider Bright Horizons to deliver the initiative nationwide.Annabel Mackie, managing partner at M&C Saatchi, ...
-
Case StudiesLaw firm TLT embraces ESG through electric vehicle scheme
In April 2021, law firm TLT launched an electric vehicle (EV) scheme as part of its employee benefits package via a salary sacrifice arrangement. Since then, the organisation, which employs 1,200 people, has seen a steady flow of orders.Maria Connolly, head of clean energy and real estate, and executive board ...
-
AnalysisHow is ESG changing the future of employee benefits?
Need to know:Environmental, social and governance (ESG) issues are influencing employee benefit design through the emergence of new benefits and the repositioning of existing ones to highlight their ESG-related characteristics.The use of online apps that provide insight into how pension funds are invested help provide feedback to employers on what ...
-
AnalysisHow to implement a pay strategy for hybrid working
Need to know:Reducing pay to reflect hybrid working can pose significant legal and practical challenges with implications on organisational fairness and inclusion.With the exception of salaries that already vary by location already, for example, those with a London weighting, reducing an employee’s pay would need their consent.A two-tier pay structure ...
-
Case StudiesAtom Bank maintains pay while operating hybrid working model
Atom Bank is one of many organisations that has embraced a hybrid working model without any plans to change its pay strategy. The Durham-based business has kept its office open, while allowing its 430 employees to choose whether they want to work remotely, and also recently introduced a four-day working ...
-
AnalysisTop tips for avoiding the miscommunication of employee benefits
Need to know:A targeted, personalised approach to communication is the key to boosting take up of employee benefits.Sharing benefits communication across multiple channels, including email, messaging platforms and social media will help to reach as many employees as possible.Repeating benefits communications regularly throughout the year will keep them front of ...
-
Case StudiesCarShop reaches employees with multichannel communication approach
CarShop, the UK’s largest omnichannel retailer of used cars, employs 1,600 colleagues across 15 different store locations in England and Wales. As well as a competitive salary, it offers discounts on cars and services, discounts on high street stores, enhanced annual leave, good maternity and paternity pay, a company car ...