As part of our True Diversity blog series, we sat down with Jane Ayaduray.
Jane has over 15 years’ success delivering people strategies that strengthen culture, leadership, and performance across complex global organisations, partnering with leaders to embed inclusive practices that foster sustainable business.
Here she shares powerful insights on what good D&I looks like in practice, the unique opportunity smaller companies have to embed it from the ground up, and the trends reshaping the landscape, from AI to intersectionality.
Let’s start with the need for Diversity and Inclusion, what’s your take – why is it so important?
It’s easy to connect with D&I through the lens of “the right thing to do”—after all, it’s often stories of injustice or exclusion that bring the topic into focus. But from a business perspective, D&I is a strategic essential in today’s competitive and fast-moving environment.
We know there’s a strong link between diversity and innovation. Research from HBR, BCG and McKinsey shows that more diverse leadership teams outperform on metrics like revenue growth, profitability, and new market expansion. The Royal Academy of Engineering even found that diverse teams generate more impactful intellectual property—measured through things like patent citations.
D&I also plays a powerful role in risk management. Time and again, examples across industries—vehicle design, product development, health and safety—demonstrate how more diverse and inclusive teams could have saved time, money, and in some tragic cases, even lives.
As we look to the future and think about how we want our organisations to grow and the kind of impact we want to have, we all want access to the best people. And talent is everywhere — it’s opportunity that’s unevenly distributed. By removing barriers both to and within the workplace, we increase the likelihood that our teams reflect the very best of what’s out there — not just the candidates who sound like us or went to the same university.
But diversity alone isn’t enough. If we want those perspectives to be heard, we have to build inclusive environments where people feel valued and safe to speak up. D&I done well isn’t a “nice to have”—it’s a business-critical capability.
What Does Good D&I Look Like?
One of the things I love most about working in the D&I space is how strong the practitioner community is. I think that’s partly because effective D&I work is so contextual—there’s no one-size-fits-all solution.
When working well, D&I efforts:
Ultimately, great D&I work is aligned with how an organisation grows and leads—with creativity, integrity, and sustainability.
We typically see D&I leads and teams in large organisations. Should smaller companies also be thinking about D&I?
Absolutely. In fact, smaller organisations often have more agility to weave D&I into their DNA early on.
There are more than 30,000 UK companies with 50–500 employees, many of them scaling quickly, navigating cultural shifts, and trying to attract and retain great people. And regardless of size, every organisation benefits from innovation, risk reduction, and stronger performance — all of which D&I supports.
Embedding inclusive practices early on doesn’t just help now — it future-proofs the business. It attracts people who want to co-create inclusive, purpose-led workplaces and helps prepare companies for shifts in legislation and societal expectations. Take the new UK requirement for menopause action plans (for companies with 250+ employees, from 2027) — even if you’re not legally required to act, it’s a signal of what a supportive workplace will soon be expected to look like.
I’ve recently started taking on advisory board work again with the specific goal of supporting small and scaling companies in building their D&I capability. A good advisory board — especially one with expertise in leadership, culture, and inclusion — can offer a smaller organisation:
D&I seems like a hot topic at the moment. How is D&I evolving?
A contact of mine recently said the term D&I is “triggering more people than a seagull stealing chips,” and honestly, I’ve never felt more seen! The 2025 landscape is fast-moving, a bit chaotic, and occasionally polarising. There’s been deep uncertainty —especially in the US — about what companies can or should do in this space, both practically and philosophically.
That said, I’m seeing more thoughtful conversations around the risks of pulling back. A report released in June explored exactly this and offered a timely reminder: stepping away from D&I has real consequences — on trust, talent, and long-term success.
Looking ahead, some of the key trends shaping D&I include:
This article originally appeared on the ADLIB Blog.
If you are a part of an initiative, brand or company that proactively champions diversity and would like to be featured as part of the “True Diversity” series please get in touch with Tony.
View True Diversity blog collection
Introducing Eden Sinclair, UX Designer & Research Lead at the RSPCA! Eden ensures intuitive digital experiences for animal lovers, crafting impactful solutions that inspire action and promote animal welfare. Eden’s dedication shines through, leveraging the support of over 200 volunteers to conduct user research. ‘Designing for good’ has exposed Eden to the immense passion and drive in the charity sector, enriching design with inclusivity for all users.
The purpose of our ‘Design For Good’ content series is to shine a light on how creative innovation can be a driver for positive change. We feature those that are making it happen, those with grand potential. Businesses and individuals that are shaking up their sector and finding ways to do things better, for social or environmental good.
Can you please introduce yourself and tell us what your role is at your organisation?
My name is Eden, and I’m a UX Designer and UX Research Lead at the RSPCA. In my work life, I’m responsible for ensuring that all of our digital platforms, including websites and mobile applications, are intuitive, user-friendly, and meet all of the needs of our very diverse audience base! I work hard to create digital experiences that inspire action and promote animal welfare.
My work involves understanding user behaviours and needs through research and analysis, using wireframing and prototyping to create impactful solutions that encourage really meaningful and lasting engagement with our charity. I also spend a lot of time collaborating with teams across the RSPCA as a whole to ensure our digital platforms are not only user-friendly but also promote empathy, education, and action for creating a better world for animals.
Can you tell us a bit more about the work your organisation does, and how the UX teams support this?
The RSPCA is the world’s oldest and largest animal welfare charity, and we focus on rescuing, rehabilitating, and rehoming or releasing animals across England and Wales. We’re also campaigning around animal welfare laws, effecting change for animals in laboratories, improving farm animal welfare, educating young people and adults, and providing scientifically backed advice and information to support this.
The UX team, comprising three designers (including myself) and a UX manager, focuses on improving our digital offerings: the main RSPCA website, the RSPCA Education site, the politics site, and new and exciting projects. As a unit, we work closely with the public to ensure that our designs are user-centric and that our UX is tailored to not only encourage people to donate to support us, but also improve animal welfare themselves.
Can you share some challenges or barriers you had to overcome whilst working in a charity and ‘designing for good’?
I’d say that resource is the biggest challenge that I’ve faced. My last company was in the Technology sector, and so resource was never an issue due to very large budgets. However, working at the RSPCA, it’s imperative that we keep costs as low as possible to maximise the number of animals we can help. This is especially evident when attempting to complete user research, as usually a company would pay for research participants, but we have to rely on the generosity of the public.
Thankfully, the public are incredibly generous, and we have over 200 wonderful volunteers who help us test our designs every week. We couldn’t do it without them, and it’s heartwarming to see the commitment to animal welfare.
What has been the key thing you’ve learned about ‘designing for good’ and your target audience specifically?
I think the key thing that I’ve taken away from designing for good has been the incredible passion and drive in the charity sector, not only from the target audience, but also my colleagues at the RSPCA. It’s a fantastic and rewarding place to work.
My target audience is incredibly diverse, but they all share a common love and concern for animals. Whether they are long-time supporters of the RSPCA, or children being introduced to animal welfare for the first time, the passion for animals and kindness is clear.
One of the most rewarding things about working in the charity sector is getting to experience this first-hand. I get to work rather closely with our audience, through research, testing and interviews, and it is incredible to see how deeply people care, and how our supporters are making such a positive impact.
What’s more, the diversity in our target audience really enriches the work that we do for the RSPCA and challenges us to make our designs accessible and inclusive for all. Irrespective of physical or cognitive abilities, embracing the diverse nature of our users allows us to create a more meaningful experience for everyone.
I think the passion and commitment of our audience really drives us to continuously innovate, iterate and improve our designs. It’s amazing to work alongside and for people that are making such a tangible difference to the lives of animals.
This article originally appeared on the ADLIB Blog.
We’re delighted to announce that Future Leap Consultancy has secured funding from the West of England Mayoral Combined Authority to deliver two cohorts of our acclaimed Skills Bootcamp on Sustainability in Business—a co-funded opportunity for professionals across the region to gain practical, actionable sustainability skills.
This initiative is part of the UK Government’s Skills for Life programme and contributes to the £11.3 million investment aimed at boosting skills across the West of England. It’s a powerful endorsement of the role sustainability plays in shaping resilient, future-ready businesses—and a recognition of Future Leap’s expertise in delivering high-impact training.
The Skills Bootcamp is a 10-week programme designed to help professionals integrate sustainability into their day jobs. Whether you’re in HR, marketing, finance, operations or procurement, this course equips you with:
All delivered by Future Leap’s network of expert consultants and changemakers.
We’ve already worked with teams at Pieminister, Lexus, Inside Travel Group, Priority Express, Gilcrest Manufacturing, Kelpi, Solutions for the Planet and Novotel—supporting them to embed sustainability into their operations and culture.
This Skills Bootcamp is ideal for:
We’re enrolling for two upcoming cohorts:
The programme is:
Eligibility is open to those employed or self-employed in Bristol, Bath, North or North East Somerset, or South Gloucestershire.
“I’m a complete beginner and have found the sustainability space so overwhelming! This bootcamp has given me a real grounding in all the different topics, themes and nuances and having it broken down this way has been really helpful.”
— Becky, Starling Bank
“Despite having worked in this space for over 10 years, there’s always more to learn and it can be really hard to think differently about challenges you’ve known about for a really long time. It’s been great having people from different backgrounds and companies to hear their view and we’ve had some really interesting discussions.”
— Jen, Solutions for the Planet
These testimonials reflect the programme’s ability to support both newcomers and seasoned professionals in deepening their impact.
By registering your interest, a member of our team will be in touch to:
Spaces are limited and demand is high—don’t miss out.
Written by Theo Locke, this article has previously appeared on the ADLIB Blog.
Purplefish is a UK-based PR, communications and digital agency specialising in tech, property, and purpose-led organisations — including charities and not-for-profits.
In this blog, Purplefish shares their journey to becoming a B Corp, why certification was the right step for the business, and how it’s helping them drive positive impact for their clients, employees, and community, all while achieving the highest B Corp score in their region.
We are Purplefish – a UK PR, comms and digital agency specialising in tech, property and purpose-focused organisations – including not-for-profits and charities.
We offer insight-led communications and marketing campaigns. Our strong values-based ethos, which is reflected in our B Corp certification and employee ownership status, means we can offer clients a unique perspective that helps them stand out.
We have been a B Corp business since 2021 and we originally joined the movement because my personal view as the agency founder has always been that businesses should be run as a force for good and beyond the profit-focus that has traditionally been hard-baked into company structures.
The B Corp certification is an important, internationally recognised framework for us. It has become a kitemark for businesses which operate a triple bottom line of people, purpose and profit. Day-to-day, it’s a pragmatic way of keeping track of collective actions that we as a company have committed to. It helps us stay accountable in our mission to make a positive impact on the people we work with, our community and the environment.
It’s also great being part of a community of likeminded people and I have met some very inspiring individuals since we became a B Corp business.
We have just recertified and been awarded the highest B Corp score in our region – something which, as a team, we are all immensely proud of.
We started the process of certification during the pandemic. It was something I had wanted us to do for a long time before that but, as a small business, time and resource had always been barriers to committing to the process.
The whole assessment took about 6-8 months to complete in 2020 and then we achieved our certification in February 2021 with a score of 109.
Following the certification, it’s been good to have the rigour of doing an annual impact report, and since our certification, we have really been able to use it as a focus for ongoing continual improvements. The B Corp journey also led us to transition to an employee ownership model, which felt like the next step in our journey.
We have just recertified and that was also a significant amount of work, but very worthwhile as it looks across all aspects of the business.
Being a B Corp means we focus on these three areas and have specific targets for each, enabling us to track progress, which we do through a monthly team B Corp lunch meeting to ensure everyone in the team remains involved and included.
We are on the path to being a carbon-neutral business and we are proactively working to address the lack of diversity in our own industry. We also work together to volunteer for local causes and have a nominated charity each year. This year, it’s the Julian Trust that provides meals and beds to the homeless community.
We also provide pro bono services to organisations which would not ordinarily be able to use an agency and regularly engage with a broad range of community groups and initiatives to give advice talks. For example, we have a relationship with a local record label which promotes music of black origin to provide PR and social media advice to its emerging artists and trainee manager cohorts. We have also recently been involved with an initiative spearheaded by the Bristol Beacon to improve diversity in event management and production and are part of the annual Purposefest events for purpose-driven businesses.
Written by Theo Locke, this article has previously appeared on the ADLIB Blog.
We spoke with Alistair Paul, Director at Bright, a creative event production company specialising in employee engagement. With a focus on people and planet, Bright is now a certified B Corp, using events as a force for good.
Here, he shares their journey to certification, how the B Corp framework aligns with their values, and what it means for their team, clients, and the wider industry.
Bright is an event production & management company with a specialisation in internal and employee engagement events. We think differently about events, developing creative and insight-driven event solutions that tick all the boxes; on brand, on time and on budget. You can find out more about our approach on Bright’s website.
I found out about B Corp after seeing some other companies getting accredited, and so out of curiosity looked into what it was all about. Once I did, it was a no-brainer as the B Corp principles aligned with our values as a business and the ways we were already working.
For me it’s less that being a B Corp has changed what we do at Bright, but more it gives us the stamp of legitimacy to find other likeminded organisations and keep us on the right track. It also give our clients the confidence that they are working with a company that understands the impact events can have both on people and the planet.
The process was great, and to be honest I wish it had been around when Bright was set up because it really is a template for how businesses should be run if they want to build with purpose.
Being able to take it bit by bit rather than all in one go allowed us to work through our accreditation while also managing client projects, but I can’t stress the importance of having an internal champion. Someone who will take the lead and make sure it all gets done – for us that was the amazing Beth Simmons and I’m so grateful!
Internally, it’s something to unite with a clear vision and structure so that the team can be proud of where they work.
Before our B Corp journey we were already members of isla and Corporate Charity Partners for Caring in Bristol so we were already thinking about our impact socially & environmentally. The main internal change however is that being a B Corp means that we’re committed to measuring and reporting on this impact, so that we can continue to improve as we grow.
Externally, it allows us to advocate for a fairer and more sustainable events industry, and hopefully find and attract like minded partners at every part of the event production process from suppliers and venues to clients themselves.
Reading Room is proud to announce that it has been granted a Royal Warrant by His Majesty The King as Suppliers of Website Development and Management Services. This is a mark of recognition for the services we provide to the Royal Household reflecting our long-standing relationship which is still ongoing today.
The granting of a Royal Warrant reflects Reading Room’s commitment to maintaining digital services with the highest standards of quality, security, service, and reliability. The Royal Warrant is a prestigious acknowledgment, awarded to companies and individuals who have regularly supplied goods or services to the Royal Household for at least five years.
Speaking about the recognition, Polly Lygoe, Managing Director of Reading Room, said:
“We are honoured to receive this Royal Warrant for our digital and website services. It represents a testament to the skill, dedication, and professionalism of our team. We are proud to continue supporting our clients with the same high standards that have earned us this recognition.”
Reading Room joins a select group of businesses that meet the high standards required by the Royal Household. The Royal Warrant is a well-respected mark of recognition and is held in high esteem both in the United Kingdom and internationally.
Reading Room remains committed to upholding the traditions of excellence and discretion that are associated with a Royal Warrant.
For further information about Reading Room’s digital services, please visit www.readingroom.com.
Standard benefits packages won’t cut it for Gen Z. Here’s how they’re raising the bar and what you can do to meet it in 3 easy ways.
The generation that won’t settle for more of the same. Gen Z is here and they’re changing the game.
Born between 1997 and 2012, they’ve grown up digital, purpose-driven, and ready to challenge how work works. By the end of 2025, they’ll make up a quarter of the global workforce
And here’s the thing: standard benefits packages aren’t cutting it anymore.
If you want to attract, engage, and retain Gen Z talent, you’ll need a benefits experience that feels as personal, digital, and values led as they are. So being part of the Bristol Creative’s network let’s explore how this generation is raising the bar for benefits and what you can do to meet it.
Firstly, digital Natives Expect Digital-First Benefits! Gen Z grew up with smartphones, social feeds, and instant everything. So, when they join your workforce, they expect the same seamless experience from your benefits. A company’s tech influences whether they want to work there. They expect business tools to be as intuitive as TikTok and as mobile-friendly as their banking apps. If your benefits platform feels clunky or old-school? You’ll lose them before they’ve even logged in.
Secondly, they care deeply about purpose. For Gen Z, work isn’t just a job. It’s a platform for impact. Often, purpose at work matters more than a pay cheque. If your benefits don’t reflect your social and environmental commitments, you’re missing a massive engagement driver.
Then there’s the whole avenue called “flexibility”. Gen Z doesn’t measure success by hours logged. They care about outcomes and flexibility of schedules. In addition, there’s flexibility with regards to personalised benefits which I have mentioned numerous times. Forget biscuit-cutter packages. Gen Z expects choice: mental health support (which is non-negotiable being essential not optional), help their sustainability goals/carbon footprint, help with student loan repayments, help with community impact…all good examples.
Why? Well, it’s not rocket science – lower turnover, higher engagement and it makes you stand out in the crowd as an employer.
Gen Z is raising the bar for what great benefits look like. If you’re still offering one-size-fits-all packages, you’re missing a huge opportunity to engage the workforce of tomorrow.
If nothing else just look at
Because if your benefits aren’t easy to access, easy to understand, and easy to love, they aren’t working hard enough.
A couple of weeks back was Earth Day, and the 2025 theme is Our Power, Our Planet. This year, the Earth Day movement is uniting the globe around renewable energy to help us achieve ‘triple clean energy’ by 2030. Sustainability is at the heart of Bristol Creatives and as a community we should constantly strive to innovate and provide eco-friendly employee benefits.
But where do you start? Well, here’s a few pointers to embed sustainable and eco-friendly employee benefits into your business.
With CSR strategies becoming a must-have, companies are coming forward en masse to share their green credentials, giving birth to the term “Greenwashing”, where organisations talk the talk but don’t walk the walk when it comes to employee wellbeing practices. The same is true with greenwashing, but the scrutiny is even higher. If you make a claim about your environmental commitments, you must have the data to back it up. Without the data, it’s simply talk, and you’re at risk of being seen by your clients, consumers, and partners as greenwashing.
Clients and employees increasingly seek businesses that do good environmentally and socially, but they will also want to see the proof. Being branded a greenwasher will harm your reputation among employees, clients and partners, and you could find yourself in court.
So, how do you get CSR right? What are eco-friendly business practices?
There’s a long list of ways you can embed sustainability into your business through eco-friendly benefits and ways of working. Employees want to work for a business that authentically demonstrates ethical behaviours, and they’re scrutinising your corporate social responsibility policy alongside your Employee Value Proposition (EVP). Conscious quitting is a growing trend among socially conscious employees seeking equally socially conscious employers who contribute to the communities and environment in which they exist. By 2025, Millennials will make up nearly three quarters of the global workforce, and they’re looking for socially responsible employers.
Climate anxiety is real, especially among the younger generations, and these are the people who will make up the future workforce. Research tells us that young people don’t think the government is doing enough to avoid a climate crisis and expect their employers to act responsibly.
How can business’s embrace sustainable business practices through eco-friendly employee benefits. How about helping employee’s retro fit their homes…double bonus of improved financial wellbeing with energy bill savings and improvements in sustainability?
You can’t discuss eco-friendly employee benefits without stepping into the world of green car and cycle to work schemes. Both encourage greener ways of commuting to work, whether by an electric vehicle or bike and bring tax and NIC savings to employers and employees. Greener commuting and money back in your pocket! The more employees who take up a salary sacrifice scheme within your business, the more you’ll save on National Insurance Contributions. Cycling promotes physical wellbeing, and healthy people have less sickness absence = another saving to your outgoings. Your employees’ finances also benefit from a reduction in the taxable element of their payslips.
Cycling may not be feasible for those travelling long distances, but with your support, they can still make their commute greener. Offer your employees a salary sacrifice car scheme to create tax savings and make low-emission travel more affordable.
How about considering CSR Partnerships? Embedding paid volunteering opportunities into your strategy boosts morale, social value, and engagement. There are clear benefits to the business, such as being more attractive to potential partners and customers, but it isn’t without cost. Whenever you pay for a person to be out of the business, you’re funding time that’s essentially non-productive from a business output perspective.
Still, most employees think their employers should incorporate paid volunteering days as an employee benefit, claiming it allows them to learn new skills they can bring back to the business. There are employee benefit providers that allow employee to access even more volunteering opportunities within their local communities and is proving incredibly popular – a definite morale booster!
Post COVID flexibility in contracts is becoming the norm, which is excellent because they’re in demand. There are also measurable business benefits, such as a high increase in productivity. Offering flexible, hybrid, and remote contracts helps talent acquisition and retention, with two thirds of job seekers claiming they’d reject a role that didn’t offer flexibility. The more flexible you are as an employer, the more you support your employees in finding a healthy work-life balance, which will increase employee engagement levels.
From a sustainable business practices perspective, there are additional benefits to having a hybrid workforce including lower fuel and energy usage within the office and fewer employees driving to the office means lower emissions that you can chart against your climate or social value pledge.
In a time where hybrid or fully remote working is becoming increasingly more common, it is really important to be able to make the most of your work environment. Sitting at your desk all day may seem like the best way to complete all of your tasks for the day, but there is only so long a human can focus before productivity begins to take a nose-dive. There are lots of small, easy changes you can make to your working day in order to ensure you are as motivated and productive as you can be, whilst still looking after your wellbeing. Here are our 5 favourite tips for increasing productivity at your desk!
Sounds counter-intuitive doesn’t it? Well, plenty of studies have shown that taking regular breaks away from your desk increase your productivity when you are back at your desk. Give your mind a break from your workload by taking a walk, grabbing a coffee or just getting some fresh air, which is proven to massively increase focus.
It is really important to stay hydrated, both in and out of the office. Increased water consumption improves energy levels and the quality of your sleep, both of which will have an impact on the quality and speed at which you complete your work. Whilst a cup of tea or coffee will aid rehydration, it is a good idea to keep a bottle of water at your desk so that you can drink throughout the day.
Think about what motivates or inspires you, without distracting you. Studies have shown that having pictures of loved ones, plants or other small personal belongings provide a quick mood boost and can increase focus. Ensuring your desk space is personalised to you but not cluttered is a good way to make the workday run a little smoother. Staying on top of organisation and storage also reduces the time you’ll spend hunting for that file or favourite pen, which can lead to further distractions!
If your to-do list is seemingly never-ending, it’s easy to feel demotivated and like you aren’t actually achieving anything. Breaking down big jobs in to smaller, more manageable tasks creates an easy plan to follow, as well as a huge feeling of accomplishment when you complete everything on your list for that day. Setting yourself smaller goals for the day mean you don’t feel overwhelmed, and you might find yourself surpassing your targets, which will further add to your sense of achievement.
So you’ve tried everything, been for a walk, had some water, looked at your office plants, but your workload still seems to be increasing and you can’t seem to get going? Talk to your co-workers, or the other people in your office, whether it’s on zoom, email, or face to face, the chances are that if you are experiencing a dip in productivity, they may be able to help. Either by reminding you of what the end goal is for your task or project, or by helping you manage some of your workload, the people around you are all part of your support network, and being able to engage with and offer assistance to your colleagues can have a feel-good effect on you as well.
For more great tips or resources that help increase productivity in the workplace, we like SnackNation’s blog: 34 Ways To Be More Productive At Work
Wellbeing matters and is THE core key feature within any employee benefits package.
Wellbeing (noun) Definition: A good or satisfactory condition of existence; a state characterised by health, happiness, and prosperity.
We know that employee happiness and wellbeing are directly linked to the benefits they receive. Employees who feel valued and happy at work are more productive and effective in their roles. Additionally, organisations that provide appropriate benefits to support employee wellbeing are more likely to foster engaged and high-performing teams.
In today’s fast-paced, competitive corporate world, prioritising employee wellbeing is no longer a perk, but a necessity.
But why does employee wellbeing matter?
Employee wellbeing goes beyond physical health, it also includes mental, emotional, and financial wellness. Employers who invest in the wellbeing of their workforce not only meet their Duty of Care obligations but also create a positive workplace culture. This results in higher retention levels and enhanced productivity.
According to latest research, 82% businesses have seen their employees demanding more wellbeing benefits, with 56% of employees saying that they would leave their job if another company offered them a better benefits package. In addition, it’s widely recognised the need for benefits packages to address unprecedented employee stress levels causing burnout, decreased engagement, and higher absenteeism, highlighting how great wellbeing and benefits are not just good for employees; they are good for business.
Tangible benefits, especially those with high (perceived) value, can significantly boost employee morale and fulfilment. There is a lot of noise now for electric vehicles supplied as an employee benefit. A brand-new car, for example, is more than just a mode of transport, it’s a symbol of appreciation, recognition and support from an employer. Car benefit schemes not only signify support and recognition to employees, elevating job satisfaction and motivation but they also host several other perks that boost workplace wellbeing and engagement levels. One benefit of the scheme to employee wellbeing is financial peace of mind. Employees don’t need to worry about car loans, credit checks or deposits. A fixed monthly reduction from their salary covers it all- insurance, tyres, VED, servicing, and even breakdown cover.
Sustainable benefits have become vital to the wellbeing of a large proportion of employees in recent years, particularly Gen Z and Millennials. Offering environmentally conscious benefits, like EV schemes, helps promote a sustainable culture that aligns with employee’s values. As an added benefit, it also supports corporate social responsibility (CSR) goals.
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