Communicating change to employees: creating stability and direction
By Sally Pritchett
CEO
Change is inevitable. Businesses must evolve to stay relevant. In this article, we delve into the process of effectively communicating change to employees.
Most businesses report that they have made five big changes across their organisations in the past three years, and nearly 75% are expecting to make even more major changes in the next three years. All this change can stir feelings of uncertainty and apprehension among employees.
We believe there is a powerful trifecta that can greatly assist communicators in the task of communicating change to employees: authentic stories, a clear narrative, and genuine excitement for the future. By embracing these elements, organisations empower their workforce, foster unity, and turn change into a journey of transformation that leaves no one behind.
Providing a clear direction: how to create stability and direction for employees
Change without direction can lead to confusion and failure. A united and shared vision acts as a guiding beacon, leading employees through the journey of transformation.
Ofcom recently refreshed its brand and launched a new strategy to employees. Whilst the strategy and message initially landed well, there was a significant opportunity to build further engagement across the organisation. The annual employee meeting provided a flagship opportunity to create excitement and get the workforce fully invested in the strategy.
Helping employees align to the future
So how did we help employees get a clear understanding of what to expect over the next year? And how would they be empowered to contribute to the future of Ofcom?
- A hero video was just the trick to reach the workforce across the network. The video was launched at an all-employee meeting and live-streamed on their intranet to reach the entire internal workforce.
- Real employees were the focus of the video. The people of Ofcom helped to build authentic stories and an understanding of the strategy in action.
- The video celebrated the new brand look and feel, with a mix of animation and real footage showcasing the refreshed brand and creating energy and excitement for the future.
- We ensured transparency of message, with the simple narrative clearly outlining the benefits the new strategy would have on employees.
Embedding the strategy is ongoing, but realigning colleagues has helped the internal workforce feel more equipped and able to cope with changes in the future.
“AMAZING! Thank you so much! Everyone who has seen it loves it. Please thank the team for such a great job!”
Creative Manager, Ofcom
Talk to us to find out how we can support you in offering stability and direction to employees through times of change.
Three ways to enhance inclusive communications in the workplace
By Sally Pritchett
CEO
How inclusive is your communication approach? In this article, we examine three ways to level up your inclusive communications in the workplace.
We often talk about EDI, DEI, and DEIB – whichever acronym you prefer – and at the core of these concepts lies inclusion. Inclusion, in this context, involves meeting the needs of underrepresented groups, creating a positive culture of allyship, and viewing policies through the lens of a diverse range of individuals. But are you following best practices for inclusive communications in the workplace?
Let’s consider how your workforce could be experiencing exclusion from your communications.
Digital exclusion
The Communications and Digital Committee recently reported that we have reached a crisis point in digital exclusion. While many of us have embraced digital technology, there is still a gap in access and capability to use digital tools.
“7m households have no broadband or mobile internet access. 1m households have cut back or cancelled their internet packages in the last year due to affordability issues.”
As internal communications departments try to reach frontline workers and invest in more technology like employee apps, we still need to consider those this may exclude. In many workplaces, there will be employees who can’t use or don’t have access to digital communications.
“Over 4m people are unable to complete a single basic task online and 5m workers will be acutely under-skilled in basic digital skills by 2030”
Tip: Don’t ditch your traditional internal comms channels like posters, noticeboards, or printed updates. While they might not be your most effective or measurable channels, and budgets are tight, they are a vital part of an inclusive communications approach.
Literacy exclusion
In England, it’s estimated that 7.1 million adults can be described as having ‘very poor literacy skills’, with 14.9% of adults having literacy levels at or below the expected reading age of 9-11-year-olds. This means that they may not be able to read bus timetables, understand their pay slip or identify bias in the media. UK Government advice is to write for a maximum reading age of 9, even when writing for a specialist audience.
In the USA, according to the Department of Education, 54% of adults aged 16-74 years old (about 130 million people) lack proficiency in literacy, reading below the equivalent of a sixth-grade level (11-12 years old).
It’s worth considering how often communications are deployed that contain company jargon, abbreviations and complex sentences that may be difficult for those with low literacy skills to access.
Tip: Try using AI tools, like Hemingway App, to help make your communications clearer and more inclusive.
Time exclusion
We’re all busy, and your workforce is no different. The Internal Communications Index for 2023 showed that 7 in 10 employees spend just 15 mins per day reading/viewing updates from their employers, whilst 25% of employees said they had ‘hardly any time at all’ to engage in internal communications.
What can we learn from this? Employees are overwhelmed with communication. As internal communication professionals, our role is to simplify, curate and guide the right comms to the right audiences at the right time, through the right channel. A ‘catch all’ approach, with repeating messages in multiple channels and multiple times, only adds to the noise and excludes employees from key information through lack of time.
Tip: Focus comms efforts on effectiveness, from personalising messages for appropriate audiences to choosing the right channel and timing. Leveraging the mantra ‘do it well do it once’ may prevent repetitive comms and overwhelming your workforce.
If you’re looking for expert guidance in shaping an inclusive internal communications strategy tailored to your business’s unique workforce, we’re here to help.
Why the Single Minded Proposition is so important
By Sally Pritchett
CEO
In a world saturated with messaging, finding your brand's unique voice is essential. How can you ensure your brand stands out and resonates with consumers in a meaningful way?
Gone are the days of repetitive and generic campaigns, today’s marketing landscape demands creativity, authenticity, and distinctiveness. Crafting an effective single minded proposition is your tool to cut through the noise and make an impact. Unlike a tagline, your single minded proposition is your brand’s North Star, guiding your communication strategy and inspiring creativity. It’s not about shouting the loudest, but about speaking with purpose and delivering value.
Just as Persil transformed a mundane category with “Dirt is Good,” your brand can leave a lasting impression by uncovering its own unique proposition. Let your single minded proposition be the foundation of creativity, driving campaigns that not only capture attention but also inspire genuine connections.
If the journey to finding your single minded proposition feels daunting, then this article is a great place to start.
What is an single minded proposition?
Not to be confused with a tagline or strapline, a single minded proposition is the one compelling reason that a consumer would want to buy your product or use your service. It should be viewed as the most important thing that you can say about your brand. It sits at the heart of a great marketing story as we talked about with Persil. It can also be known as a Key Message or One Important Thing or Key Takeaway or Point of Differentiation.
It is a simple statement and it’s never more than a sentence. It’s about ditching the all the waffle and cutting to the chase.
Here are a couple of great examples of SMPs from campaigns that you may recall:
Brand |
SMP |
| Coca-Cola | Choose happiness |
| iPod | 1000 songs in your pocket |
| Cascade Complete | Cascade Complete makes the sink redundant |
| Avis | We’re number two, so we try harder |
| Persil | Dirt is Good. |
| VW Beetle | Dare to be happy. |
Why is a single minded proposition so important?
The marketplace is crowded with competitors offering similar products with comparative benefits, targeting the same customers. But being completely frank, telling customers what you do isn’t actually that important. What you do for your customers is the most important. This is truer than ever, given the top-down communication approach is pretty much redundant in today’s world and most brands are now fighting to find new and engaging ways to encourage participation with their products and services.
The very best communications focus on one thing; Simple-Minded Proposition. Of course, your product has many great features and benefits that will endlessly enrich lives and are worth shouting loud and proud about. But if you try and cram as many messages as possible into your communication strategy, you risk meaning nothing to anyone. The campaign message quickly becomes diluted.
So ultimately, if you can land on a killer single minded proposition, the thinking of your marketing team, creative team and/or agency will be much more streamlined ensuring the creative juices will be flowing from the outset. A great SMP is memorable and brave! But most importantly, a great SMP can lead to memorable campaigns that evoke emotion in the consumer and make communications much more effective.
What’s the difference between a tagline and single minded proposition?
An SMP is usually not customer-facing or for public consumption. It inspires creative and kick-starts big thinking. A tagline on the other hand more about customers and the value your product provides. Think of it like this – the SMP is the umbrella or ‘North Star’ in the creative process. All communications (including the tagline) should fall from the SMP.
There are however some rare occasions where the SMP and tagline are the same for example – Apple iPod – 1000 songs in your pocket.
How to write a SMP
1. What are THE most important features of your product or service?
Write down the best features of the product or service. What makes your product unique? These are rational, literal things. Dig into the data to understand your customers. Become the consumer. Get to know the product well. Which feature will talk to more of the target market? What can your brand own? What can you claim that the competition can’t?
2. What are the benefits of the features you’ve identified?
Think about what’s in it for the end user. Which feature stands out the most? Why do they care? How do you improve the quality of your customers lives? Remember that benefits talk to the heart. Simply tell your customers why they want it.
3. Agree on one thing that will drive a customer to purchase.
Create a shortlist of everything you’ve written down above and agree on one thing. Remember, deciding what not to communicate is just as important as deciding what to communicate. From here you’ll be able to draft your SMP and you may well go through many, many iterations before one sticks. Remember the Dirt is Good. We know research tells us that consumers respond much better to one idea, so be brave and don’t dilute it.
4. The elevator pitch
Einstein said: “If you can’t explain it simply, you don’t understand it well enough.” Can you say it in one sentence without having to explain anything further? Could you put it on a billboard in Piccadilly Circus on a busy Friday night and your consumer would want to buy your product or service? If the answer is yes, then you might just have landed your killer proposition.
Are you struggling to define your single minded proposition or find one that sticks? If so, then we have a talented team of BIG thinkers experienced in future-proofing brands, just get in touch.
Working with a B Corp creative agency: what to expect
By Sally Pritchett
CEO
As a B Corp creative agency, we're proud to contribute to a global movement that leverages business for positive change, making a meaningful difference to the world and those around us.
But what does that mean when you work with us?
Being a B Corp creative communications agency signifies our dedication to upholding the highest ethical standards throughout all aspects of our business. We try to do the right thing by not only our team, but our customers, their customers, our community, society, and the planet, all whilst balancing the need for profit in order to maintain a well-invested and thriving business.
In this article, we explore how being a B Corp creative agency benefits our customers, and what you can expect when working with a B Corp business.
Here are just some of the things you might notice.
Better service
As well as being a B Corp, we’re also an employee-owned business, which means everyone in our team is genuinely invested in creating great outcomes for our customers. Our staff retention is better than the average business which means our knowledge of your business grows as we maintain longer and more trusted relationships internally and externally.
Honest communication
Whether we’re delivering good news or not so good, you can expect transparency. We work in genuine partnership with our clients and external partners, built on honesty and trust. B Corp businesses are in trusted partnerships with society, the planet, and everyone they do business with, we’re seeking win:win opportunities.
End-to-end fairness with B Corp creative agency
From the way we work with our supply chains to the pricing we agree with our customers, we seek fairness. We’re not in a race to the bottom because we know that somewhere along the line either the planet, our team or our suppliers pay the price.
Always striving to de-carbonise
We consider the planet in every decision we make, we’re committed to de-carbonising and we will work closely with you to support you to make the most sustainable choices.
For example, all the paper we use for your production needs is FSC Certified and carbon-balanced (and chlorine and acid-free). We also use vegan inks where possible. We use efficient printing methods that optimise water and energy usage, and we recycle as much as we can. Our print suppliers, like us, hold Planet Mark certification, signifying our joint commitment to measuring and reducing our environmental footprints.
We’re inclusive
A big part of fairness is making sure everyone is included, represented authentically, and has a voice. We work hard and have stringent processes in place to make sure our work is diverse and represents everyone in a way that resonates with them. We set high standards of education and awareness on diversity, equity, inclusion and belonging internally and will guide you where it’s appropriate.
We believe in progress, not perfection
We know that moving forward isn’t always linear. We’re curious and always learning about new ways to improve, what’s right today may be different in the future so you can expect us to constantly change and evolve.
Everyday impact
We recognise that impact comes in all shapes and sizes. We value small impacts just as much as major ones, as they collectively contribute to positive change.
Recommendations and referrals
The B Corp movement is a global community of connected and like-minded organisations, so we’ll often recommend other B Corp agencies or businesses to our clients if we feel their services would be useful.
Does this sound like the kind of relationship you’d like to have with your agency partner?
If so, great news. As a certified B Corp creative agency we’d love to hear from you, or you can search for all the great B Corp businesses here.
Seamless connections: the evolution of internal and external communications
By Sally Pritchett
CEO
The lines between internal and external communications are increasingly blurring.
In this article, we're diving into the evolving landscape of communications and exploring how businesses can navigate this shifting terrain.
Ever-changing social media and the growing power of employee voices have shifted the traditional boundaries between internal and external communications, presenting a fresh set of challenges whilst also offering exciting opportunities for communicators. This shift calls for a strategic approach that bridges the gap between internal and external messages, fosters seamless communication and embraces the power of a fully connected world
The rise of the employee voice
Gone are the days when internal communications were focused on employee news and updates, and when marketing teams held total control over the brand image presented to the world. Through digital channels and social media, employees have had a platform to share their thoughts and experiences, making their voices stronger than ever before. Internal communications easily and quickly become external news, carrying the potential to impact a brand’s reputation far beyond its intended audience.
Through this change, the impact of negative employee voices is also growing and we are increasingly seeing consumers holding brands to account for the way they treat their employees. A recent ‘Strength of Purpose’ report found that consumers in North America and Europe rank ‘Treating Employees Well’ as the top attribute of a purposeful brand. The study also found that a massive 76% of consumers have taken action in response to a brand doing something they disagreed with, including no longer buying from the brand, switching to a competitor, or discouraging others from supporting that brand.
Case in point: Twitter (or should we say X?) experienced firsthand the consequences of this blurred line. When Elon Musk’s internal communications were leaked externally, it had a catastrophic effect on Twitter’s brand perception and even influenced Tesla’s revenue and credibility. This serves as a stark reminder of the need for thoughtful internal communication strategies that safeguard a brand’s reputation.
Creating authentic connection
Today, job seekers and consumers look for authentic content that reflects the culture and values of a business. Traditional marketing methods and a focus on just showcasing your product or service benefits are no longer enough. Brands are realising the importance of engaging their employees and ensuring that they feel informed and aligned with the company’s values.
While internal communications remain essential, in order to successfully navigate this new landscape, internal and external communicators must collaborate closely. Maintaining strong and consistent communications strategies has never been so important. Shifting to a content-first approach and prioritising high-quality content, irrespective of the audience, will allow for greater control of the narrative and consistency in messaging inside and outside of the organisation.
By embracing this evolution and recognising employees as powerful brand advocates who can have a significant impact on brand reputation, businesses have the opportunity to create authentic and genuine connections with both internal and external audiences.
Let’s embrace the opportunities that the blurred line between internal and external communications offers. Talk to us for support with a seamless communication approach that resonates with all your audiences.
How to build an inclusive workplace culture through authentic conversations
By Sally Pritchett
CEO
In this article, we explore how genuine and authentic conversations can help foster inclusive workplace cultures that unite global teams.
Inclusive workplace cultures are rapidly becoming a top priority for businesses dedicated to boosting creativity and innovation, increasing employee retention, and enhancing overall wellbeing.
A study by the Boston Consulting Group found that employees in workplaces with inclusive cultures were 81% happier in their jobs – three times more than those who didn’t feel included. However, the commitment to an inclusive workplace culture must be visible throughout the organisation, involving all employees from top to bottom.
So, how can you make an inclusive workplace culture visible and start authentic conversations around diversity, equity, and belonging? It can be a daunting task, especially when dealing with an international, disconnected and geographically diverse workforce.
Case study: Building an inclusive workplace culture with ‘Great to Be’
Following a drastic increase in the role of air cargo during and after the Covid-19 pandemic, IAG Cargo experienced extensive and rapid growth – a trend set to continue.
Despite investment in refreshing the IAG Cargo brand mission, vision, and values, employee engagement, pride, and loyalty remained low. The Organizational Health Index (OHI) results also highlighted a gap in reaching the frontline, raising concerns about the fragmented workforce lacking a cohesive sense of belonging and connection to the IAG Cargo brand.
As a naturally diverse business due to its international presence across over 80 countries, inclusivity wasn’t being felt across the global workforce. This was further exacerbated by some employees being directly contracted by the airlines, not the IAG Cargo business, presenting an additional barrier to belonging.
A critical need arose for a new approach to engagement, recognition, and retention. This was the start of ‘Great to be’.
Uniting a global workforce
How did we address this challenge and unite an international and fragmented workforce across 80 countries, creating a sense of belonging?
- Diversity and inclusion were integrated into everyday conversations to create an environment where everyone felt safe to contribute their knowledge and perspectives.
- We launched ‘Great to Be’, a long-term campaign that recognised key DEIB and wellbeing calendar events, demonstrating IAG Cargo’s longstanding commitment.
- The culture change originated from the top, with leadership sponsors championing events and speaking candidly about their own experiences.
- Managers were equipped to become more inclusive leaders, ensuring that everyone was seen, heard, and given the opportunity to succeed.
- Spaces for conversations were created, allowing for open, honest dialogues, and providing a safe place for employees to ask questions and share stories.
- ‘Great to Be’ is just the start of IAG Cargo’s journey towards creating a workforce where all employees could belong. The campaign not only served as a launchpad to unify its workforce but also encouraged continued conversations around crucial diversity and inclusion topics.
To find out how we can help you initiate authentic conversations DEIB with your employees as you look to foster an inclusive workplace culture, get in touch with us today.
Navigating AI together: uniting communicators to embrace change
By Sally Pritchett
CEO
Change can be unsettling, especially when we’re not prepared for it.
With the AI revolution upon us, we are bringing together communicators to navigate this change together. Here are some key insights from our first roundtable.
AI can be an emotional topic, and for many, the opportunity for a big productivity boost sits alongside fears around role replacement and the devaluing of skills. Hearing concerns from fellow communicators, we have created a forum ‘Navigating AI together’ to enable us to manage the transition to AI together, safely, ethically, and with positive and open mindsets.
In our first roundtable, we discussed how communications is a driving force that shapes workplace culture, employee experience, productivity, sales, customer service, and innovation. We know it’s not time to hand over communications to robots, but rather to put our focus on leveraging the potential of AI, alongside human expertise. Here is a summary of some of the key conversations that were had during the first ‘Navigating AI together’ roundtable.
AI and communications: setting the scene
At the recent Simply IC conference, established internal communicators explored the impact of AI in their field. During the discussions, they found that ‘AI is generally welcomed by the communications community although still quite scary’.
In a reassuring address at the Simply IC conference, generative AI expert and author Nina Schick emphasised that AI makes communication more important than ever. Instead of replacing the role of communicators, it is likely to highlight the need for real human communication.
Additionally in the roundtable, we discussed how uptake of AI might be slower than the media would suggest. Insights from a survey of 2,000 people in the US shed light on the current state of mainstream AI usage. The results indicated that AI adoption remains relatively limited, with only one in three individuals having tried AI-powered tools. Moreover, most people are not familiar with the companies responsible for these innovations. Notably, younger generations, particularly millennials, lead in embracing AI, while boomers appear to lag in its adoption.
Opportunities and challenges in AI for communicators
Communicators are often juggling large workloads, always trying to do more with tighter budgets and tighter deadlines. If your CEO came to you today and said I’m giving you a budget for an extra head in your team, their role is just to support you, you probably wouldn’t say no. AI has the potential to be a very useful tool in the box.
During our first ‘Navigating AI together’ roundtable, communicators identified several opportunities surrounding AI in communications:
- Simplifying contracts and legal language, making complex concepts understandable.
- Distilling white papers and reports for easier comprehension with tools like ChatPDF.
- Supporting pre-meeting research, providing insights for better preparation.
- Quickly generating thought-starters and creative prompts with tools like AI.
- AI-powered voice narration making video content a more accessible and affordable channel (while considering concerns around cloning voices and deep fakes).
- Ensuring content from multiple sources has a consistent tone of voice.
- Boosting the accuracy, speed, and accessibility of data analytics.
- Accelerating the content creation processes, acting like an intern while prioritising accuracy.
- Supporting annual and quarterly reporting, especially in understanding legislation, regulations, and sustainability challenges.
However, with great power comes great responsibility. The communicators attending the roundtable were cautious of the risks around AI, including:
- The potential for content plagiarism.
- Voice and video cloning leading to the threat of deep fakes.
- Rapid advancements impacting job roles.
- The need to double-check all AI-generated content for consistency and accuracy.
- Over-reliance on AI, leading to dependence issues and deskilling.
- The limitations AI has in intelligence, only being able to use borrowed information.
- Ambiguities in policies, guidelines, and law.
- The ethical considerations surrounding original IP, ideas and, creative.
Navigating AI together: overcoming bias and achieving inclusion
In our next session we will examine the issue of the biases embedded in AI and explore how we can mitigate this bias and harness AI tools to foster greater inclusion and authentic representation.
Building a culture of belonging across diverse countries and cultures
By Sally Pritchett
CEO
Discover how we helped a global business to foster a culture of belonging.
Enhancing performance and cultivating loyalty, a culture of belonging encourages united dedication and purpose across a business. As Tony Bond, SVP, Chief Diversity & Innovation Officer at Great Place To Work explains: “Diversity is being invited to the party, inclusion is being asked to dance and belonging is dancing like nobody’s watching, because that’s how free you feel to be yourself.”
Why does belonging matter?
Belonging is not just a buzzword. According to Deloitte’s 2020 Global Human Capital Trends survey, 79% of organisations consider belonging important for their achievements. Research conducted by BetterUp revealed that when employees feel a sense of belonging, businesses experience large benefits, including improved job performance by 56%, a 50% lower risk of turnover, and a 75% decrease in employee sick days.
Creating a sense of belonging across countries and cultures is essential for global businesses looking to foster unity, collaboration, and innovation among diverse teams. But global campaigns can face unique challenges due to cultural differences, language barriers, and varying workplace practices. Tailoring your campaign to resonate with employees from different backgrounds while maintaining a consistent message of belonging requires careful planning, cross-cultural collaboration, and sensitivity to specific regional needs.
Case study: Making belonging part of the everyday conversation
Spanning 220 countries and territories, with a global workforce of around 600,000, DHL Group realised that they were not fully tapping into the potential of their diverse workforce. To celebrate the diversity of their employees and foster inclusivity they recognised the need to help all employees feel that they belong.
We distilled the concept of belonging into a simple and relatable campaign – and that was the start of ‘I Belong’.
Our creative strategy made the concept of belonging relatable and simple, for all. The results of the campaign were remarkable, seeing high engagement on both internal and external channels, which we put down to four key reasons.
- Real employees took centre stage, sharing their stories of how belonging extends from their personal lives into the workplace. Through blended images, the campaign showcased the authentic experiences of employees, fostering authenticity and unity.
- We leveraged the power of user-generated content by creating a versatile frame device. This device enabled employees to share their stories across internal and external channels, and was accessible across countries and cultures.
- To ensure global consistency, a comprehensive global toolkit was created, including campaign assets, videos, and a user-generated content toolkit for employees. This facilitated engagement across diverse regions and cultures within the organization.
- The campaign utilized the #iBelong hashtag and frame template, resonating with employees of different genders, ages, ethnicities, and cultures. By amplifying the campaign across internal and external channels, equal access was provided for all employees to participate and contribute their authentic stories.
Through employee engagement and participation, ‘I Belong’ encouraged individuals to share their authentic stories, creating a platform for open dialogue and connection. The global reach and impact extended the message of inclusivity beyond the organization, fostering connection among employees, reinforcing the importance of belonging and diversity in the workplace.
Colleagues all around the world have posted the template with their belonging stories. Our internal DEIB social wall is just flooded posts and people keep on posting. We can already say after a few days it is a very successful campaign engaging so many colleagues who are proud to work for DHL Group!
Head of Corporate Team in Digital & Internal Comms, DHL Group
Creating a culture of belonging across countries and cultures is an ongoing journey. Contact us today to chat about how we can support you in building a culture of belonging across countries and cultures.
Three years as a UK’s Best Workplace for Women
By Sally Pritchett
CEO
We're thrilled to been ranked 7th in our category on the UK's Best Workplaces for Women™ list.
This prestigious ranking by Great Place to Work UK acknowledges businesses that not only cultivate a great working culture but also strive to create a positive and supportive environment for women.
At Something Big we avoid the ‘work hard, play hard’ culture that our London counterparts have become famous for, and instead, we concentrate on doing great work together. We work hard to avoid late-night deadlines by investing in great planning and scheduling so we can maintain our responsiveness to our clients without the cost to our team.
This approach has attracted ambitious, high-performing, experienced, and talented individuals who seek a balance between meaningful work and a fulfilling personal life. As a result, our employe surveys show that Something Big is a great workplace for all.
Understanding the UK’s Best Workplaces for Women rankings
The UK’s Best Workplaces for Women™ rankings are based on the renowned Great Place to Work® Best Workplace™ survey, recognised worldwide as the largest and most rigorous assessment of workplace cultures. To compile this list, Great Place to Work® evaluates women’s experiences in the workplace, considering factors such as trust, equal opportunities, and representation. Women’s reports contribute 85% to the ranking, while gender representation in the workforce and management accounts for the remaining 15%.
As Benedict Gautrey, Managing Director of Great Place to Work® UK, explains: “We’re delighted to announce our 2023 collection of the Best Workplaces™ for Women for the sixth consecutive year. This list celebrates the workplaces that are not just providing a great work environment for all, but are ensuring they’re creating a positive and supportive environment for women too. Each of the companies on our list have been commended by their own female employees who have anonymously told us their workplace has gone above and beyond to ensure that women employees are treated fairly in terms of recognition, training, and promotion opportunities. Ensuring people aren’t discriminated against, placing positive value on our differences, creating fair access and advancement for all, and fostering a sense of value and empowerment in employees is what being a Great Place to Work® is all about. It is fantastic to once again celebrate so many Best Workplaces™ for Women this year, across all sectors and organisational sizes.”
Championing gender equality for fairer, healthier, and happier workplaces
While we are delighted to be recognised as one of the UK’s Best Workplaces for Women™, we also acknowledge that many workplaces still face challenges in achieving gender equality. To learn more about this topic, our CEO Sally has shared an article discussing three necessary steps to foster gender equality in the workplace.
If you too are on a journey of cultivating a workplace culture that values employees and their right to fulfilling work and a balanced life, we would love to hear from you.
‘Growth redefined': unveiling our impact report for FY23
By Sally Pritchett
CEO
Discover the power of proactive action and impactful change in our FY23 Impact Report: 'Growth redefined'.
Discover the power of proactive action and impactful change in our FY23 Impact Report: 'Growth redefined'.
We are committed to creating a meaningful difference, not only through the impactful communications we produce for our clients, but also in the way we operate our business. For us, making a meaningful difference is more than good intentions and promises; it’s about taking proactive action. That’s why we are thrilled to present our FY23 Impact Report, titled ‘Growth redefined’. This report is proof of our unwavering commitment to redefining what growth means and creating a positive impact.
Our impact report provides a comprehensive overview of our efforts in the areas of Environmental, Social, and Governance (ESG) from April 2022 to March 2023. It delves into our initiatives and outcomes, showcasing how we are integrating sustainability, inclusivity and responsibility into every aspect of our business. From raising our voice about the harm of plastic pens to creating a county-wide LGBTQ+ network, our report highlights the tangible steps we have taken to make a difference. We are also excited to share our plans for the year to come.
Our commitment to impactful change
While doing the right thing has always been part of our DNA, our passion for making a positive difference has never been stronger. ‘Growth redefined’ summarises the progress we have made and the impact we have had over the past year. It is a testament to the dedication of our team, who consistently go above and beyond to create meaningful change. Creating a meaningful difference is not a catchphrase for us; it is the driving force behind everything we do. When we encounter challenges, we take action. We don’t shy away or stand on the sidelines; we stand up for what we believe in, even when it’s not easy.
As we celebrate the publication of ‘Growth redefined’, we are excited for the future and the opportunities it holds. Our commitment to making a meaningful difference remains steadfast, and we are eager to continue pushing the boundaries of what is possible. We invite you to join us on this transformative journey as we redefine growth, embrace sustainability, and work together to create a better world.