Page 43 - Beeks Financial Cloud Group Annual Report 2021

Beeks Financial Cloud Group PLC
Chairman’s Introduction For the year ended 30 June 2021

committed to providing an inclusive Positive Workplace Culture telephone support service. In
environment which enables our To continue the development of a addition, and as part of our
people to thrive and be part of it’s positive working environment and expansion, we have purchased
continuing growth. culture, a number of policies and a new Head Office in Glasgow at
working practices were reviewed, which we which will include a gym
The Beeks Group has introduced launched or relaunched during facility to promote and encourage
several new forms of workforce 2020-2021 including: employee wellbeing.
engagement over the last year, / Maternity Leave – an enhanced
which we felt was particularly Maternity Policy was introduced As well as our wellbeing initiatives,
pertinent during the pandemic aimed at providing greater we also have the ability to enable GOVERNANCE
when we were all working remotely. financial support for families employees to benefit from the
/ Family Friendly policies – the success of The Group through share
As part of our initiative to improve relaunch of the Parental Leave, ownership. An HMRC approved
engagement across The Group, we Shared Parental Leave, Adoption Share Incentive Plan was introduced
invested in an innovative employee Leave and Compassionate Leave in October 2020 to encourage
engagement platform that has / Flexible Working – the relaunch employee share ownership after
been rolled out to encourage of the Flexible Working Policy admission to AIM, with applications
shared kudos, issue employee aimed at promoting work-life exceeding expectations. This
surveys and ‘shout outs’ across the balance, increasing motivation, scheme also acts as an incentive for
business and effectively manage reducing stress, and improving attracting potential candidates.
the employee lifecycle as well as performance and productivity
being a comprehensive tool to Recruitment, Tenure and Vacancies
monitor employee performance Employee Benefits and Reward The Company actively recruited
and streamline the reward process. As part of an overall benefits review, in all departments throughout
the Company improved our private 2020-2021 and the total number of
Another method of improving medical offering by increasing the employees was 80 as at 30th June
engagement is the introduction level of cover across the business 2021. Through the continued focus
of bi-weekly senior management to include mental health treatment on supporting and encouraging
meetings and quarterly Town Hall and therapy as standard, as well as internal moves, we have various
meetings with the entire workforce, the introduction of a suite of remote internal promotions during the
hosted by the Chief Executive Officer. health benefits, which included year. The Company’s activities in
access to many services including: relation to workforce engagement
These meetings are held to / 24/7 telephone support for and the development of a positive
discuss general business matters everyone workforce culture are critical to
including the Company’s financial / Debt, money and legal attracting and retaining talent and
position in the marketplace, information and support experience.
customer engagement, strategy, / Remote GP Services
and values and behaviours as well Diversity and Equal Opportunities
as using it as an opportunity for We also introduced an Employee At the heart of the Company’s
all staff to share their views and Assistance Programme (‘EAP’) approach to people is the provision
ask questions. which is a specialist 24/7 of an environment where everyone
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