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The Grindstone

RUOF EUSSI

BEAM

#PRIDE

WHY WORKPLACES NEED TO TAKE A STAND ON LGBT ISSUES

REWARD GATEWAY THE EMPLOYEE ENGAGEMENT COMPANY EMPLOYEES NEVER WANT TO LEAVE

HELPING THE HOMELESS BACK INTO WORK

A DAY IN THE LIFE OF CARON BRADSHAW, CEO, CHARITY FINANCE GROUP

DOLLAR DOLLAR BILLS FINANCIAL BENEFITS WE ALL WANT


MLW table of contents 03   Editors Note 04  Reward Gateway 06  Facts & the City 07  Beam 11   Pride 16  A Day in the Life of 18  Our Favourite Offices 20  Reclaim Your Lunch 22  Contact Us

Insta All images above are from our Instagram account Follow us on

@MyLondonWorks


E T O N

S R O T I D E Welcome Back! Sophie Stones

Welcome to our Summer issue of The Grindstone. You've probably already noticed by now that this issue is Pride themed, in honour of Pride month and the 50th anniversary of the Stonewall riots. Celebrating Pride and being vocal about it is so important for businesses, as it is this that allows people to bring their whole self to work, it is this that enables people to be mentally healthy and it is this that creates the bonds that are so important for people to Wake Up Happy. MyLondonWorks has been busy spreading that Wake Up Happy mantra over the past few months, displaying posters across the London Underground and sharing our message with HR professionals across the country.  I hope it's also clear within this issue, where you'll find companies like Reward Gateway dedicated to helping employees everywhere, and Beam who are opening the workplace up to those people the door was once shut on. Get stuck in to see what else is in store...

Enjoy!


A HEAP OF BENEFITS

Reward Gateway are employee

SHARING IS CARING

communication skills, so it's not

RG believe that since their employees contribute to their success, they should also share in it, which is why every employee owns a piece of the business, through their employee shareholder plan.

surprising that their own people say

GET WELL SOON

engagement specialists, tackling everything from recognition to

they can't think of a better place to work. But that isn't to say RG are getting complacent. Their aim to make the world a better place to work truly starts at home, with their 400 employees in five different countries.

Every employee at RG is given an annual allowance to spend on their mental, physical and financial wellbeing and have yoga-worthy flexibility in how to spend it HUNGRY FOR SUCCESS RG don't stop with free breakfast when it comes to filling their employees bellies, they also offer up fruit, drinks, A £40 lunch allowance and a restaurant discount card.


COMMUNITY "I truly love my job and enjoy coming to work every day. Like the saying goes – ‘Do what you love, love what you do." - Carla Sutherland, HRBP

Reward Gateway's UK offices were named one of the coolest offices in 2018 and feature a Tracey Emin installation in the Cafe.

IDEALS

This is Daphne, one of many Reward Gateway Pets. See if you can spot some more pets on their Instagram feed here

"Reward Gateway has changed my life because I get up every morning knowing I am doing some good in the world. I can help people to change their company culture and allow employees to love their job and spread kindness. It's the little things that make the biggest difference, and I love reminding people of that." - Emily Stites, Employee Engagement Specialist

GLASSDOOR "This company genuinely cares about its employees and is constantly looking for ways to improve on every level you can think of. I felt part of the family since day one and was given all the support I needed to be successful" Anonymous Employee

Check out Reward Gateways Culture Book to get better acquainted with their culture here


FACTS & THE CITY 150,000

commuters enter the tube network every hour

2/3rds 08

of Londoners find using public transport the most stressful part of living in the capital

2X 12

Crowded trains are carrying almost double the number of passengers they were designed to take

74 16

minutes is the average commute for a London worker

20 22

minutes additional commute time is as bad for job satisfaction as a 19% pay cut


HELPING THE HOMELESS WITH        

Beam's tagline 'Be Amazing' couldn't be more fitting, for a company that ensures everyone they work with becomes the best version of themselves. Breaking down barriers

and building bridges to work is Beams specialty. Tackling the UK's homelessness crisis one person at a time, they create long-term solutions by helping homeless people to train up and get into work.

We talk to CEO and Founder, Alex Stephany, about the importance of a work life on our well-being and why Beam's model is so effective... AT ITS HEART, WHAT IS BEAM?

Beam is the world's first crowdfunding platform that lets anyone help a homeless person for the long-term by funding their employment training. Beam empowers homeless people to make the most of their

potential to contribute to society - and empowers the public to be part of the longterm solution to homelessness.

WHERE DID THE IDEA FOR BEAM COME FROM?

A few years ago, I got to know a homeless man at my local tube station. I’d buy him cups of coffee and pairs of thermal socks when it was getting cold. At one point, he disappeared for weeks on end. When he reappeared, he looked years older: he told me he’d had a heart attack and had just come out of hospital. Despite the wellmeaning gestures of me and no doubt others, he was in a worse position than ever. So I began to ask myself what it would take to make a lasting difference to this man’s life. He had never had a job, and was illiterate. For me, the answer lay in empowering him with skills and training that would allow him to sustainably support himself. Of course, that would cost far more than coffees or socks - but what if everyone chipped in? The idea of crowdfunding employment training for homeless people was born.

P.T.O


COULD YOU GIVE US A TIMELINE OF WHERE YOU STARTED TO WHERE YOU ARE NOW?

WHEN DID YOU KNOW THAT THIS WAS SOMETHING THAT WAS GOING TO DO WELL?

Over the following nine months, I developed the model, working with homeless people and charities. Beam launched in October 2017. Since launching, we’ve been joined by over 3,000 supporters who, between them, have funded almost 90 different people’s campaigns - supporting them in paying for not only their training courses, but any other barriers to their training, including specialist equipment and childcare costs over training periods. Over 80% of our 34 members who have completed their training are now in work - as care workers, electricians, beauticians, site managers, dental nurses and more. And another 37 are now in training, in everything from plumbing to phlebotomy. The plan now is to scale our model - a flexible one, that can be replicated and applied across so many sectors and in so many circles of society, from the homeless, to the elderly, to our growing refugee population. It breaks down broad social issues into the individuals behind them and connects them to others who want to use their time or money for good.

I’ve always felt powerless when it comes to what to do to responsibly help homeless people. I guessed that I wasn’t alone in that. I think I knew Beam would grow quickly when we first told papers about our launch - before we knew it we were on the BBC, Sky News, Reuters, Time Out and being covered in press from Russia to the Middle East. WHY IS WHAT YOU DO IMPORTANT/DIFFERENT?

Our platform harnesses the power of technology to allow the public to directly help some of the 320,000 people in the UK who are homeless - in a fast, safe and simple way. And, in funding employment training, our supporters are contributing to a longterm solution to homelessness. Importantly, too, it’s not just financial support that our supporters are able to give to the individuals we work with through Beam. As an online platform, Beam also increases the connectedness between the most vulnerable people in society and others who want to help, leading to strong support networks being formed. CAN YOU TELL US SOMETHING ABOUT SOME OF THE PEOPLE/COMPANIES WHO YOU WORK WITH TO ACHIEVE YOUR GOAL?

We’ve received support from some great individuals and organisations, including the Mayor of London and Nesta. The people on the platform (who we call our ‘members’) are referred by over twenty different homeless charities including the likes of Shelter, St Mungo’s, Centrepoint and forward-thinking local authorities. WHY IS GETTING PEOPLE BACK INTO WORK SO IMPORTANT?

Follow Alex on LinkedIn for updates about Beam

When I’ve been out of work - as I was for prolonged periods during the credit crunch, I felt demotivated and it sapped my confidence. And there was me with so many things to be grateful for, including a university degree and strong support networks. Work - especially the right work, based around people’s strengths and interests - gives people structure, support,


nued i t n o C networks, financial independence and mental well-being. Helping people to provide for themselves - where possible this is in my view the best kind of charity. IS THERE ANYTHING GREAT ABOUT YOUR OWN OFFICES?

We’re based in a stunning co-working space in Moorgate. There’s even a mini golf course! Not only is this a lot of fun socially, but we’re also surrounded by other start-ups, whose products and innovations continue to inspire us. It’s an environment in which we’re always meeting and learning from incredible people. HOW CAN PEOPLE GET INVOLVED WITH BEAM?

If you’re keen to get involved with Beam, go to beam.org, where you can read the stories of the homeless people using Beam to train and get into work. Here, you’ll be able to see exactly how much money is needed to help them realise their different career ambitions ranging from becoming a bricklayer to an accountant - and then support them, financially and socially. Learn more at beam.org

My campaign got funded in 9 days. I felt like there are people out there that I don't even know that are willing to support me so it makes me feel great. -Davina (started working as an accountant, through Beam)


IMAGINE IF YOU WOKE UP EVERY MORNING EXCITED TO GO TO WORK.


#Motiv ational Quote

PRIDE AT  WORK mean ‘rubbish’ or ‘nonsense’ and whilst the campaign had traction within school environments, the charity found it was still a pervasive issue within work settings.

A recent survey commissioned by Vodafone found that 58% of LGBT participants haven’t been open at work about their sexual orientation or gender identity, due to a fear of discrimination. In a country governed by laws which require diversity and equality to be at the forefront of both hiring and day-to-day dealings, how are we still getting it so wrong? Denise Keating, CEO to the Employers Network for Equality and Inclusion, puts this down to the little, often unseen manners, stating “they don’t even need to overtly discriminate, just exclude people through behaviours”, with these behaviours being anything from organising overly gendered activities, to using the word gay in a derogatory manner. In 2013, Stonewall led a campaign against using the word to 

There has been a recent surge in business leaders attempting to combat the issues with LGBT inclusivity within their sectors, with Google, Twitter and Facebook all admitting to problems with diversity within their companies. As a reaction to these revelations, Google partnered with LGBTI organisations that protect workers against employment discrimination, which combined with promoting inclusion through marketing campaigns and their group of Gayglers (Googlers and Allies celebrating Pride and informing programs and practices) has created an inclusive environment worthy of awards. Stepping forward and implementing strong practices is vital for companies, especially those in the public eye. Empty gestures will no longer stand with the public and the act of jumping on the ‘brandwagon’ without improving employee policies does more harm than good, something both Adidas and H&M saw first-hand recently. Adidas when they launched Pride shoes in hopes of obtaining the ‘pink pound’ but were still a world cup sponsor in Russia, a country renowned for its anti-LGBT 


sentiment and H&M who produce their Love for All collection in factories in Bangladesh, where homosexuality is punishable by death.

“It’s a bit of a smack in the face for somebody who has to print Pride on a t-shirt, but if they were to wear that to walk down the street they would probably be killed.” – Steve Taylor, Europride Thanks to the people who are speaking out about these injustices’ companies are recognising that simply focusing on home or slapping some rainbow t-shirts on and going to a Pride parade isn’t enough.

“Corporations and business leaders are speaking out in support of fairness and equality for LGBT people because they know it’s not just the right thing to do [but] it’s also good for business.” – Stephen Peters, Spokesperson for HRC Open for Business, a group of 22 businesses standing for LGBT+ rights, have been campaigning to change discrimination in business and in government. The group which includes Burberry, LinkedIn and Virgin, have outreach programs in countries with anti-LGBT sentiment and claim that “diverse teams perform better” (Jon Smith, CEO, Reuters). The Out on the Street initiative performs similarly. The first global LGBT+ leadership organisation ‘for the financial industry, by the financial industry’, Out on the Street connects senior LGBT members and allies from major financial service firms, in an attempt to help firms drive equality forward. The group currently boasts over 190 CEO’s and more than 3000 leaders at MD or higher level. Joining them in their venture, we should all be

making an attempt to make our workplaces more comfortable for all our employees, with Apple’s Tim Cook, the first openly gay Fortune 500 CEO, stating that we should all be able to bring our “whole self to work”. Allowing LGBT groups to form, will help employees to feel less like the ‘odd one out’, whilst ensuring that no derogatory language is used around the office, even in jest, will mean workers are less likely to hide their true selves from their colleagues. Similarly, companies like Barclays and Aviva are choosing to march in this year’s Pride parade, advertising to future employees that theirs are businesses committed to ensuring their LGBT employees are safeguarded from discrimination. Often prejudice can be invisible, even to the one perpetuating it. A fact which was the driving force behind Harvard’s Implicit Bias Training, a test which attempts to highlight any engrained bias stemming from society and upbringing. Simply talking to members of staff and ensuring there is a safe space for queries or complaints can help us to ensure that we’re not in My G Work’s 50%, who believe their company isn’t inclusive.


A GREAT EXAMPLE PINSENT MASONS

The UK's top LGBT inclusive employer in Stonewalls Annual Employer List, they've been dubbed a "shining example" for all of us.

BRYAN CAVE LEIGHTON PAISNER

Ranked second on Stonewalls list, BCLP have inititated a cross-firm mentoring programme to promote greater LGBTQ+ inclusion in the legal industry.

CHESHIRE FIRE & RESCUE

More and more of us want to work for a company that has solid values, be vocal about your equality policies and share in the holidays and celebrations that come with a multi-cultural workforce.

MI5

16

PWC

Cheshire Fire and Rescue say that LGBT inclusion matters for their staff AND their communities, which is why they're proud to be visible, with their rainbow fire engine. Winning the British LGBT Awards, MI5 have set up a thriving Allies Programme which saw 180 people sign up in the first two weeks. 

The winner of 2017's British LGBT Awards' Employer category, PwC's GLEE network empowers people to open up conversations on diversity and inclusion.


YOU HAVE THE POWER TO MAKE CHANGE


BENEFITS BOX

OUR PARENT COMPANY, GOODMAN MASSON, HAVE

WON COUNTLESS AWARDS FOR THEIR APPROACH TO EMPLOYEE ENGAGEMENT. IN THIS FEATURE, THEY'LL OUTLINE KEY BENEFITS FROM THEIR AWARD-WINNING BENEFITS BOUTIQUE®, THAT HELP TO KEEP THEIR EMPLOYEES HAPPY. THIS QUARTERS THEME IS DOLLAR, DOLLAR BILLS, WITH A FOCUS ON FINANCE. MORTGAGES

"We top up our employees mortgage savings by up to 50% after 3 years, which takes the pressure off them and helps us with retention." Allow employees to pay in a percentage of their wages to a savings account, before it even hits their current account. This way they won't miss it! Top up their savings after a certain amount of tenure HOLIDAY

"Our Exotic Holiday Fund pays for our employees holidays up front, allowing them to deduct the cost from their future pay packets. This way they can enjoy their holiday fully." Try setting up a scheme with a local holiday broker, to allow your employees to get special discounts on trips Implement a repayment plan, so that your people can afford to go further afield, paying for the holiday over the year STUDENT LOAN SCHEME

"We aim to help every employee who signs up to this scheme eradicate their debts in just 3 years" Offer advice from your finance team or ensure they have access to sessions with an accountant Why not pay off loans in one large chunk and implement a repayment scheme?


A DAY IN THE LIFE OF... CEO, TY CHARI OUP E GR C N A N FI

CARON BRADSHAW CARON WORKS FOR CFG, A CHARITY THAT CHAMPIONS BEST PRACTICES, INFLUENCES POLICY MAKERS AND NURTURES LEADERSHIP, SOMETHING CARON HAS PERSONAL EXPERIENCE WITH. JOINING THE COMPANY AS CEO, HER FIRST ROLE OF ITS TYPE, SHE'S ENSURED THE COMPANY IS WHAT IT IS TODAY.

HERE SHE CHATS ABOUT HER NOT SO AVERAGE DAY...

THE START

I live out of London (where our offices are based) and I work compressed hours so my morning routine depends on the day of the week; on Monday, Tuesday and Thursday the official start to the day ought to be my alarm at 6.15, though it is often our pet boxer dog barging in and sticking her wet nose in my face! I don’t work on a Wednesday most weeks so I have a much more leisurely start. On Friday’s I work from home, so I tend to get up bright and early to get a head start before my youngest two children (15 year olds twins) come down to start their lessons (they are being home educated).


I STARTED MY CAREER WHEN...

I was working as the Head of Charity and the Voluntary sector, at the Institute of Chartered Accountants in England and Wales (ICAEW) when the role of CEO of the Charity Finance (Directors) Group (as it was called then) came up. Although I had not held any paid roles at Director level I had been the Executive Chair of a small charity whilst working full time, had experience across all areas of CFG’s activities and deep knowledge of our membership base, so felt confident I could add value. I was fortunate enough to become CEO in 2010, my first CEO position, and I have loved it. I’m not an Accountant myself, having started life as a Barrister, but have worked with Accountants for most of my career. I AM RESPONSIBLE FOR

CFG is a charity that supports other charities. We believe that organisations that treat financial management and leadership as an enabler within their organisations are able to extract more impact from every pound of resource at their disposal. We support social change organisations in three principal ways; through the provision of education and resources, through influencing policy makers in Government and the sector’s regulators, and by supporting social organisations in navigating their operating environment across a range of charity finance topics. A TYPICAL DAY...

As the CEO of a small organisation my day can be anything from training groups of members, meeting ministers, speaking at events, giving interviews or the sorts of typical operational responsibilities you’d associate with being a CEO. I can also be found watering the office plants or occasional decorating or running repairs! MY MOST MEMORABLE MOMENT WAS...

There are lots of wonderful memories I associate with being at CFG. I guess the one that sticks in my mind most was spending a day doing back to back interviews at the BBC when Kids Company collapsed; I participated in multiple radio 

interviews and then dashed down to do a slot on the 5 O’Clock news. I recall being a bit miffed that there wasn’t time for a quick visit to ‘make up’ to ensure I looked fresh. THE BEST PART OF MY JOB IS

The people. Not only do I get to work with an amazing group of staff I also get to meet inspiring individuals working in all aspects of the sector or providing support services to charities and social change organisations.   AFTER WORK...

I have four children and lots of hobbies so there is always something going on. When I’m not acting as a taxi service, agony aunt or advisor you can find me pottering in my garden, making something, acting, painting, playing hockey or power walking marathons (the final one undertaken in a decorated bra overnight through the streets of London in aid of breast cancer charity Walk the Walk).

"I was fortunate enough to become CEO in 2010, my first CEO position, and I have loved it."


OUR FAVOURITE OFFICES

Pla ytim e

GAMESYS

FRANK PR

It's not surprising that the gaming company responsible for games like Tiki Totems and Double Bubble would have some pretty fun features in their offices. Gamesys keep their 600-strong workforce happy with bright meeting rooms and chill out zones filled with pool tables, PlayStations, and even a board game club. 

Frank PR have fun in their roots, working with companies like Chessington World of Adventures and Orangina, Their offices perfectly represent this, with every room fueling their employees imaginations. Their first boardroom was a builtin ambulance, it has been a beach in the past and now boasts spinning waltzers, leaving us wondering where will they go next?

BRIGHT HR Gaining them a whopping 92% recommendation on Glassdoor, Bright HR's Manchester offices are bursting at the seams with things to keep their employees entertained. With a 50ft indoor garden, five-a-side golf and numerous consoles, Simon Dalley, Ex-Marketing Manager, says "This stuff actually works. From the game consoles to the informal meeting areas, the company encourages us to build team relationships, encourage creativity and boost productivity."


DON'T SETTLE FOR THE ORDINARY


RECLAIM YOUR LUNCH BREAK

Inspired by Laura Archer, Author of 'Gone For Lunch', try these 3 things at lunch this week, just make sure you escape your desk.Â

Go for a swim: Release those endorphins with some exercise and let the water relax you at the same time. Unlike other forms of exercise, swimming won't leave you all hot and bothered at your desk.

Get some canine company: Spending time with dogs has been proven to lift moods and alleviate depression and now thanks to companies like BorrowMyDoggy popping out for some pooch time has never been easier.

Go on a date: Get that awkward first date out of the way and avoid wasting your free time if the chemistry's not right. They say you know whether you like someone in the first 3 minutes of meeting them, so a quick lunchtime coffee is perfect timing, plus Laura claims the adrenaline hit is worth it!


REWARD Do you have choice and flexibility in how you receive your income? We want a world that allows us to choose the benefits that best reflect our life-stage and choice of lifestyle. Everyone is different, so it shouldn’t just come down to dental (though when you’re smiling as much as you will be, that could help too). The ideas below are just the start... 

Help With Buying New Technology

Buy More Holiday Ease the Cost of Becoming a Parent

Access to Interest Free Loans

Pillar Guide


GET INVOLVED! Want to be part of the movement? Want to be a driving force for change? Contact us on:

hello@mylondonworks.co.uk

Profile for My London Works

The Grindstone Issue 4  

The Grindstone is your guide to all things MyLondonWorks. MyLondonWorks is a movement hoping to inspire workplace change. What if everybody...

The Grindstone Issue 4  

The Grindstone is your guide to all things MyLondonWorks. MyLondonWorks is a movement hoping to inspire workplace change. What if everybody...

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