Collaboration is one of the five values that underpin all our client relationships and our Scott Logic community. On our projects, we always take time to understand the needs of end-users, clients and developers alike; we then use short, iterative delivery cycles and create frequent releases that deliver more informed and effective outcomes. Our project teams comprise consultants from multiple disciplines and office locations, encouraging company-wide collaboration. Within our community, we have a range of cross-company bodies (e.g. Diversity & Inclusion Ambassadors, Communities of Practice), bringing staff together to collaborate on shared goals.
In the last year, our Executive Committee redistilled our purpose, mission and values, underpinning the business strategy which marries our commercial ambitions with the non-commercial outcomes they allow us to effect. We have communicated this to the Scott Logic community so that our people understand the positive future we’re shaping, and the role they can play. Our internal communications reinforce this message and demonstrate progress. The organisational benchmarking survey we conducted in Q1 2022 gave employees an opportunity to identify areas where the company needs to improve and through the changes we’re making, they know their voices are heard.
Respect is one of our Core Values. We proactively celebrate this value (and the others) by a popular peer recognition scheme, where an employee nominates their colleague(s) for recognition based on their behaviour, work or decision-making. We live Respect by: recognising each individual contribution; promoting personal growth; embracing diversity; and supporting the communities in which we live and work. Our engagement approach is inclusive and we surveyed all employees in Q1 2022, with follow-up engagement activities ongoing. Our Executive Committee also runs regular “Ask Us Anything” sessions where everyone is able to ask questions and offer feedback.
There is an established career framework with transparent progression routes and clarity around the skills and behaviours required to advance to the next level. Each person has an Individual Development Budget of £1,000 a year and two days to dedicate to learning and development. Our Graduate Programme offers a highly structured and supportive induction into the business. Our line managers only have a small number of direct reports so that they can form quality, nurturing relationships. We have a culture of sharing knowledge such as through our Communities of Practice and regular Lunch and Learns.
Our values were agreed by consensus with our people to articulate the very best attributes of our culture and exemplify the associated behaviours. From those Core Values, we collaboratively shaped our People Promise which outlines some concrete, straightforward principles about how we will operate as a company, underpinning a reciprocal promise between the business and our people. Each month, those who have best exemplified our values are nominated by their peers for recognition in the staff newsletter, helping both to celebrate the positive behaviour and to reinforce the importance of our Core Values to our company.
Our people are passionate about effecting positive change, so really value our EDI initiatives, our Net Zero commitment, and our support for a charity that helps disadvantaged children into STEM careers. They love that our People Promise and Wellbeing Programme show the company’s support for them in all aspects of their lives. And they love our social culture, bringing people together regularly for social events of all sizes.
He demonstrates Passion through communicating his ambitions for the company and his zeal for our social mission (e.g. advocacy for LGBT+ Pride; £50K company donation to Ukraine war relief). He shows Respect through strong advocacy of EDI initiatives, fostering an inclusive culture. He has demonstrated Collaboration by doubling the size of the Executive team and empowering our Principal Consultants to lead more initiatives. He shows Excellence in managing Scott Logic’s sustainable growth, and encourages it in others by extending professional development opportunities. He shows Professionalism in being a visible exemplar of our values and a role model to others.
We offer a suite of benefits covering three areas: Reward and recognition; Financial wellbeing; Health and Wellbeing. The compensation and benefits we offer are market-competitive, and are reflective of the capabilities we require from our consultants in relation to their technical expertise and consultancy skills. We also encourage our colleagues to recommend great people to work with us, via a generous referral scheme. Recently, we overhauled our suite of Family Leave policies to upgrade these to six months at full pay for the primary caregiver (inclusive across the board) and four weeks at full pay for paternity leave.
At Scott Logic, we transform our clients’ businesses by engineering innovative, bespoke software that drives measurable value. We’re a founder-owned technology business and from day one, this has given us independence of purpose.
We’ve grown substantially in the following years, but our independence is still at the core of who we are. It means that our purpose—the reason Scott Logic exists—is the same today as it was in the beginning: to create opportunity and sustainable prosperity through technical innovation. Our canvas is bigger, but who we are remains the same.
6th Floor, The Lumen
St James Boulevard
Newcastle Helix
Newcastle upon Tyne
NE4 5BZ
Computer Software
Steve Foreshew-Cain
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