Ensuring robust employee representation within organisations, including employee representatives such as trade unionists and employee forums, is vital for fostering an environment where all voices are heard. This not only facilitates the sharing of the best ideas but also serves as a crucial mechanism for safeguarding vulnerable workers from exploitation. Such representation, coupled with avenues for escalation like regular satisfaction surveys, not only empowers employees to speak up but also reinforces trust and confidence in the organisation, crucial for its sustained success.
We spoke to some of our accredited organisations to explore their proactive efforts in meeting the employee representation component, looking at how these organisations prioritise employee voices and foster inclusive cultures to drive success.
First Steps ED
First Steps ED is the largest face-to-face and only ‘all age’ eating disorder charity in the UK providing evidence-based individual and group therapeutic services for people of all ages, genders and backgrounds affected by disordered eating and disorders, and support to carers.
First Steps ED has a floor-to-board culture, can you share why this is important?
“As a service user led, co-production specialist mental health charity, inclusion and transparency is at the heart of how we work with our beneficiaries, staff, workers and volunteers. This includes our trustees with their passion and professional experiences to advance our charities mission to bring care to where people live and that nobody is left without the help and support for their eating disorder recovery.”
“Our staff and volunteers work with trustees across our board sub-committees and through our patient, public, involvement and engagement approach creates our open culture of board to floor which ensures we are all invested in our vision. It ensures that the charity remains at the forefront of what individuals and families want and need from our services, in turn, enabling us to excite our research and policy stakeholders seeking to improve evidence-based services that help people recover and are no longer defined by their illness.”
CEO of First Steps ED, Kevin Parkinson
You have implemented various ways to ensure that your employee voices are heard, including Employee Hives, an Organisational Development Plan and Freedom to Speak up Guardian. Can you tell us how these work in practice?
“Hive’s (Employee Reference Groups) allow staff to work in informal project teams whom they may not typically work alongside, helping them to develop belonging, advocacy and action. In turn, it helps to inform our organisational development plan which fosters inclusivity and advances diversity opening opportunities for relationship building and learning and development driving service and product innovation.”
“Whilst an open and collaborative culture is positive for staff and beneficiaries alike, we must not forget those who may feel isolated be that at work or in their personal life and with the organisation working with vulnerable children and adults it is important that everyone is provided with opportunities to Speak Up. Speaking Up is positive for any employer, for teams and for individuals to be heard as employers who listen to the front line can manage safety and risk effectively and efficiently, and in turn this contributes to the wellbeing and financial health of the organisation.”
CEO of First Steps ED, Kevin Parkinson
Mediascape Ltd
Mediascape is a Scottish employee-owned business designing, supplying, installing and maintaining integrated AV systems throughout Scotland.
Mediascape is an employee-owned company, what does that mean and why did you decide to adopt this model of ownership?
“In 2018, the former owners of Mediascape decided they wanted to pivot away from the business, however, they were hesitant to sell, as a traditional trade sale wouldn’t necessarily secure the employment of the individuals working at Mediascape. They then decided to become an Employee Ownership Trust instead: it was the perfect solution to secure these jobs and build a stronger foundation moving forward.”
“As employees quite literally bought into the business, EOT allows them to better engage with it. Everyone has a say, and everyone can see a tangible benefit to what they’re doing.”
Niall MacDonald, Managing Director at Mediascape Ltd
Has employee ownership changed how you ensure that all your employees' voices are heard?
“The biggest change in the company has been our culture. People have more accountability and responsibility. For example, our monthly meetings provide the team with updates on how we’re doing financially, what’s working, and areas we need to improve. It creates real engagement regarding our aspirations and the way to achieve them. We have also created employee improvement teams that advocate for specific causes – whether it’s employee health or the work environment.”
“In terms of employee retention and recruitment, Mediascape saw a major improvement. When potential candidates hear we operate as employee-owned, it makes them want to be part of the team.”
Niall MacDonald, Managing Director at Mediascape Ltd
Systematic
Systematic provide design, print, mailing and marketing services to UK organisations to help them achieve their business goals.
Everyone at Systematic has a role to play in shaping the way you work, how do you achieve this?
“One of the most powerful ways that the Systematic team collaborate is through the creation of our annual Business Goals. Within eight areas of focus, the team suggest and refine the top three priorities that will drive performance for the year ahead. These areas sit within the sustainability focus of the business, and are encompassed by their six core values; Trusted, Proactive, Agile, Team-Centric, Ethical, and Creative.”
“The management team at Systematic and our design agency brand oodle, review these goals on a weekly basis, then discuss progress in monthly team meetings. Consistency and accountability are key to ongoing engagement and progress.”
Jacqui Vear, Operations Director at Systematic
Can you give some examples of employee-led outcomes?
“Within the Systematic family is design agency oodle, offering ‘creativity with oomph’ to power graphic design and digital projects. oodle was born from an idea captured through consultation on our annual business goals in July 2022. Lots of ideas were exchanged, leading to one of the three strategic goals being to develop a new identity for the design part of the business, reflecting Systematic’s heritage, whilst being creative, playful and adventurous!”
Jacqui Vear, Operations Director at Systematic
Feeling inspired?
We are incredibly proud of the work our accredited organisations do within the employee representation component, having truly embedded and championed the GBC framework. We need to continue to advocate for and implement strategies that amplify employee voices, ensuring that every individual feels valued, heard and empowered within their workplace.
If you are feeling inspired by these organisations, visit our other component pages to see how organisations are embedding the other nine components and see how you can make similar actions!
