Developing your people - Good Employment Charter

Responsible employers create an environment where people can thrive, identifying and removing barriers to in work progression, developing fair and inclusive workplace, valuing, and developing the skills of the workforce.

Employers can develop talent by creating an inclusive workplace, setting yearly objectives, investing in training, and developing existing skillsets.

Access resources and follow essential criteria to help you become a better provider of people development, or take the next step and make a pledge to be a Good Employer and develop your staff.

Developing people

What are the benefits of developing your staff?

Loyalty and retention. People who are developed stay with you longer. In fact, 94% if employees would stay at a company longer if it invested in their career development (Linkedin Learning), and 47% of employees say that their extra training and education helped them advance with their current company (Pew Research).
Increased productivity. 75% of companies that develop talent internally have above-average productivity (CIPD/Accenture), and in fact, 90% saw better business performance after investing in vocational training for their staff (Employer Skills Survey).
Better performance. 90% saw better business performance after investing in vocational training for their staff (Employer Skills Survey). Despite this, only 29% of organisations have clear learning and development plans for their employees.
Increased confidence and motivation. Allowing employees to build their skills and knowledge increases confidence and motivation, in turn reducing staff turnover.

Demonstrate commitment to excellent people development

If you want to take it a step further, and demonstrate excellence, Members of the Charter will put their commitment to people development into action within their organisations by meeting the following criteria.

Organisational values and expected behaviours, which are clearly demonstrated and confidently articulated by the workforce. These will include ‘green’ values and behaviours and skills, where applicable.
Leaders and managers have developed a culture that ensures all employees enjoy a positive working life experience.
Individual objectives that align with the organisation values and objectives.
A performance management framework with 1:1 conversation with managers.
Investigate where job roles and function could incorporate an element of green skills and duties, ensuring all staff help contribute towards net zero.
An organisation development/training plan which ensures that all staff (including managers) receive appropriate training, during paid time, to enable them to do their job effectively, developing and using their skills and experience. This will include understanding how job roles/functions can be made greener, helping staff and the business to contribute towards net zero.
Removing barriers to ensure development opportunities are in place to support in work progression.
Feedback and surveys that indicate the workforce feels valued, invested in and developed.
Managers’ role profiles which build in time to manage the workforce.
An organisation induction programme which includes Health and Safety, Mental Health First Aid, Low Carbon objectives, reasonable adjustments and other key policies and support.
Grievance and disciplinary policies and processes in line with ACAS guidance.
Leaders protecting the workforce from bullying and harassment of any kind, through effective policies and procedures.