Team working – working across teams on company projects to ensure we have a breadth of ideas, skills sets and outlook. Collaboration is one of our core values. Feedback via our employee survey:
‘There is a lot of partnership within the Consulting team in the way we work in tandem and support each other. I also see partnership and collaboration in the Tech Share Pro, conference, and in the all-staff meetings, for example. Although it can be challenging from a day-to-day point of view, I would love to see (and take part in) even more collaboration between the different parts of the charity (e.g. consulting, free services, marketing). This would draw on the strengths of different departments. I can see that that has already taken place, for example with the “My Computer My Way” work that was shown at the last All-Hands. I think this is great, and gives a really great impression.
Employees believe in the vision and mission of the charity: ‘A digital world accessible to all’ and what we all do everyday is to work towards this vision.
having an anonymous employee monthly survey. Ensuring we instil a culture of open and honest discussions, that all employees have a say and involved in projects at all levels. We take feedback seriously and respond to all comments and put actions in place to ensure that we make improvements and that employees know they are being listened to.
having a development annual budget for all staff. Development and personal goals are discussed at monthly 1-1s and quarterly performance meetings. We offer time off for study and financially support external development. We are also encourage staff to move teams to develop their skill set and any future plans they have for the career. We have a skills matrix in place for staff to work through and at each level achieved they are financially rewarded and promotion to the next level of their job grade. We develop our own training courses availale to all our employees (and volunteers x350) via Talent LMS. We are in the process of reviewing our training processes with a training forum set up with employee representatives from each of the departments.
they helped to write them. It was not a top down decision but something that all employees worked and agreed on.
Culture of openness and honesty. Tell us what is not working so we can help to make it right. A culture of not being judged for raising their voices. We have flexible working practice in place with 50% of our staff working flexibly – doing a working pattern that works for them and their family life. With our new offices in London and Leamington we ensured employees took the lead of what they wanted, how it looked, felt etc. We promote being environmentally with our usage, the products we use. We recently have a company picnic day for employees and families with 74 in attendance a fun, social day for employees and their families.
ensuring everyone has a voice and that they live the company values of integrity, inclusion, innovation and collaborations. Gary has strongly brought it an ‘all’ voice within the charity and us seen us move away from the top down approach of leadership. He introduced a monthly All Staff meeting sharing the strategy (and updates of where we are), the board feedback, honesty about where we are financially and what we need to do to improved.
25 days holiday plus bank holidays. A Cashplan and Wellbeing service (with 24 hour access and counselling services), Mental health first aiders, flexible working options, Cycle to work scheme, pension plan.
AbilityNet is a pioneering UK charity with a global perspective. We believe the power of digital technology should be available to everyone, regardless of ability or age. Our free online resources and a network of over 300 community-based volunteers help individuals with any disability, of any age, to use all kinds of digital technology.
Earlier this year we won Inspiring Workplace Award:
Microsoft Campus UK
Thames Valley Business Park
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