Good Work for All

Not too many high street names can claim to have a Director of Happiness, but that is one of the things that sets Timpson apart. The company prides itself on looking after its 5,800 colleagues and has recently been recognised with an EY Family Business Award of Excellence for its ‘upside down management’ approach and employment of ex-offenders.
BITC Scotland’s recommendations for Scotland’s Fair Work Action Plan based on a series of consultations across Scotland between September and November 2018.
Penrose Care are a small privately-owned business in the home care sector. The founders established Penrose Care as a Living Wage employer from the outset as well as providing other benefits. Service users are overwhelmingly positive about the care they receive, and the business has had no care worker voluntary leavers since it was founded.  Penrose Care also has negligible levels of sickness absence and has been able to recruit staff without actively advertising.
The mobile phone operator EE saught to differentiate themselves in a competitve marketplace by improving customer service. One of the barriers to achieving this goal was the high staff turnover rates among core retail staff as result of the extensive use of short hour contracts. To tackle this problem, EE offered all retail staff who wanted it an uplift in their basic working hours as well as introducing new recruitment, induction and target setting processes. After six months, the rate of staff turnover among the group who chose the uplift was 25% lower than other retail employees. 

Co-op, the consumer cooperative, had excellent staff engagment but rising absence rates and a higher-than-average staff turnover suggested they could do more to address employee wellbeing. They identified financial wellbeing as an area where they could make a significant difference to colleagues’ lives. ​Co-op repackaged existing benefits and information to increase take-up and are introducing new services for colleagues in 2018.

Providing the quality service expected by the billion passengers using the London Underground every  year,  relies on a skilled and motivated workforce working effectively and efficiently.
KPMG in the UK is part of KPMG Europe LLP - the largest integrated accounting firm in Europe, and a leading provider of professional services. KPMG in the UK has over 11,000 partners and staff working in 23 offices and is part of a strong global network of member firms. Its vision is to turn knowledge into value for the benefit of its clients, people and capital markets. KPMG is a principal partner of the Living Wage Foundation and was one of the first organisations to become an Accredited Living Wage Employer; pushing the strategic facilities management message into the heart of its own organisation and the wider business community.
Aviva plc is a British multinational insurance company headquartered in London. It is the largest general insurer, and a leading life and pensions provider, in the UK and has a significant regional presence with c.17,000 employees in the UK and Ireland.
Coffee retailer Starbucks stores primarily operate in large cities where they found their employees were struggling with high living costs. To help address this Starbucks launched its Home Sweet Loan. The benefits for Starbucks talent is beginning to emerge with an increased retention rate for those who have taken up the loan.
After a company survey revealed a lack of confidence amongst female employees preventing them from seeking new responsibilities, Royal Mail decided to try and help frontline female workers to identify and overcome barriers to progression.
The company put in place The Springboard Women’s Development programme and 1,600 employees have now taken part. Royal Mail has seen a 10 per cent increase in women going into junior and middle management roles and also taking on further responsibilities within their workplace, A further 15 per cent have taken on roles as women union representations, workplace coaches and deputy managerial roles within the operation