Employee Forum

Heritage Portfolio's

EmployeeForum

Let's Begin

Health & Wellbeing

Feedback&Engagement

Leader

Leader

Leader

Leader

Employee Forum

Accessibility&Inclusivity

Leader

Regan

Sustainability&Outreach

Leader

Leader

eMPLOYEE fORUM

Representation

Botanics Retail

Racing Manager

Chef

Premier Crew

RetailEntry Level

Events Supervisor

SignetColannades

Premier Crew

Goal

Going into a quieter period, the goal in the employee forum is to acheieve three principles: representativity, productivity, and proactivity.

Revised Forum Structure

Team Leader

Floaters

Short & Long Term Goals

3 Things in 3 Months

Quick Wins

Executions

Health and Wellbeing

Goal

Health and Wellbeing relies on outreach to our team. We need to create an enviorment where out team feels comfortable to ask for help.

Mental Health

Wellbeing

Quick Wins

Quick Wins

Short Term

Short Term

Long Term

Long Term

fEEDBACK AND eNGAGEMENT

Goal

We need a proactive, inclusive feedback system to address communication styles and inconsistencies, complementing tools like comment boxes and employee surveys.

Engagement

Feedback

Quick Wins

Quick Wins

Short Term

Short Term

Long Term

Long Term

aCCESSIBILITY & iNCLUSIVITY

Goal

The three key areas to address for accessibility are ensuring our business is physically and socially accessible, fostering mental health, and empowering employees to seek assistance when needed.

Inclusivity

Accessibility

Quick Wins

Quick Wins

Short Term

Short Term

Long Term

Long Term

Long Term

Long Term

sUSTAINABILITY & oUTREACH

Goal

Your content is liked, but it only engages if it's interactive. Capture your audience's attention with an interactive photograph or illustration.

Outreach

Sustainability

Quick Wins

Quick Wins

Short Term

Short Term

Long Term

Long Term

Honesty Library

Setting up honesty libraries in staff rooms, or arraning book swaps.

First Five Months of Accessiability Chats:

• 1. Developing an inclusive mindset
• 2. Breaking down barriers of communication and taking initiative
• 3. Identifying signposts and taking the first step
• 4. Celebrating Diversity in the workplace and affirming people’s gender.
• 5. Inclusivity by nature

First Five Months of Accessiability Chats:

• 1. Developing an accessible mindset
• 2. Breaking down barriers of communication and taking initiative
• 3. Identifying signposts and taking the first step
• 4. Neurodivergence and communication styles
• 5. Mental health and workplace triggers

Promoting Understanding

My ideal plan is to hold monthly 20-minute sessions with management and leadership to discuss accessibility and inclusivity, conducted on-site, during retail hours, or after race days.

First Five Months of Outreach Themes:

• 1. Period Poverty
• 2. Gender Based Violence
• 3. Immigration
• 4. Substance Abuse
• 5. Stop Hunger

Actioning on Feedback

I have highlighted easily actionable suggestions on the excel. To start, we would want to have these actioned, and then relay those actions with the departments who suggested them.

Mental Health First Responders

Now that we have some dates, we want to ensure the best positioned people are trained as mental health first responders. Once training is completed, we want those people to set aside 30 minutes each week for in-person or online drop ins. The link and times can be published on their email signature, and a QR Code on site for relevant responders.

Intersecting Newsletter

Using Microsoft Sway, we will create a fortnightly newsletter! This newsletter will target all employees, and will be broken down in a manner similar to the Employee Forum. Each "division" will be responsiable for using this newsletter to share thier updates. The most important feature of this newsletter is that it must be interactive. With an ideal launch for Jan 2025, most of the energy will be put into generating the inital template. This newsletter will also be the place where we shout out our Stars of the Month and our renewed Reward and Recognition Plans! Here is a VERY ROUGH Mock up :-)

Click Here

Proactive Accomodations

Conduct some staff feedback surveys for further ideas but some initial accomodations we can include:

• Briefings: Conduct briefings in small rooms with soft furnishings to absorb sound, aiding those with hearing loss. Check volume and hearing before starting.
• Hearing Impairments: For staff unable to use hearing aids due to noise, managers should give instructions within their line of sight.
• Vision Impairment (Training Videos): Update Floor Training videos to avoid small text over busy backgrounds for better accessibility.
• Vision Impairment (Lighting): Ensure venues are well-lit where staff work, or provide accommodations in low-light areas (e.g., back-of-house tasks).
• ADHD & Hearing Impairments: Retail venues like GMA One rely on verbal orders, which can exclude staff with ADHD or hearing challenges. Alternative systems are needed.
• Epilepsy: Notify teams in advance about events featuring flashing lights.
• Cognitive Impairments: Provide event schedules for staff with audio processing difficulties.

Proactive Feedback:

We need to design multiple avenues for feedback that engage all employees. It must include:

• 1. Premier Crew
• 2. Racing
• 3. Retail
• 4. Salaried
• 5. Chefs

Intersecting With Newsletter

The Newsletter should have a corner called:"Mind Over Matter" We want to have sections in here such as: Staff book recommendations. Wellbeing Tips: Advertising Coffee Hours Accessing Rescources

Reverse Advent Calendar

Lets co-ordinate with the CSR and logistics teams to have more than one donation center for our reverse advent calendar!

Promoting Engaged Staff

To begin we should start with focusing on one sector i.e. Retail, and helping to establish engagement beyond the workplace. eg. Pub Quizzes, Sports Brackets, Wordle Groups

Intersecting Newsletter

Using Microsoft Sway, we will create a fortnightly newsletter! This newsletter will target all employees, and will be broken down in a manner similar to the Employee Forum. Each "division" will be responsiable for using this newsletter to share thier updates. The most important feature of this newsletter is that it must be interactive. With an ideal launch for Jan 2025, most of the energy will be put into generating the inital template. This newsletter will also be the place where we shout out our Stars of the Month and our renewed Reward and Recognition Plans!

Click Here

Proactive Accomodations

Conduct some staff feedback surveys for further ideas but some initial accomodations we can include:

• I want us to get to where we are adjusting for accessibility before the issue becomes a cause for concern. Some places I have noticed we can already make improvements are as follows:
• 1. LGBTQIA+ inclusivity: where staff use specific pronouns, an active effort to respect these pronouns should be undertaken.
• 2. Religious Diversity: fostering an understanding that some religions may require us to make accommodations for staff:
• a. Prayer rooms.
• b. Hindu nose piercings
• c. Women of colour and their hair
• More feedback would help expand these accomodations

Proactive Accomodations

We should encourage our team to engage in discussions of inclusivity. Additionally, similar to accessibility, I would like us to develop a way of communicating any relevant information about staff’s identity between venues. We want to avoid creating a situation where staff must continuously advocate for their needs. The feeling as if they were considered before they arrive, rather than for them to be constantly "in the way," is the general environment we would like to foster long-term. For example, if a staff member uses specific pronouns, i.e. they/them, she/her, he/her, we should be working to ensure these are equally respected between venues. I think this interwines with the Accessibility Long Term Goal

Outreach Company Wide

Working alongside the CSR team we could engage in co-ordinated volunteer days. Paid days off to spend out helping the world around us. Following feedback from our first few newsletters, we could tailor these to topics our teams care about:1. LGBTQIA community work 2. Stop Hunger 3. Period Poverty 4. Animal Shelters These can we used as forces for good where we have a large workforce and ample potential to enact really good influence.

Intersecting With Newsletter

The Newsletter should have a corner called:"Mind Over Matter" We want to have sections in here such as: Staff book recommendations. Wellbeing Tips: Advertising Coffee Hours Accessing Rescources

Sustainability at work

Refer to Catriona (socket sherrif?)

Promoting Understanding

My ideal plan is to hold monthly 20-minute sessions with management and leadership to discuss accessibility and inclusivity, conducted on-site, during retail hours, or after race days.

Refer to Catriona

• 1. Coffee Grounds?

The High Five Hub

An effective Reward and Recognition scheme should be fun, frequent, personal, and community-focused, with input beyond just managers’ perspectives. I propose a simple weekly scheme for event crews starting in December to foster positive feedback and celebrate achievements. Polls would open on Monday, close Tuesday, and results announced Wednesday, with timing adjusted based on team engagement. The initial category will be “Who impressed you this week?” and will evolve based on team feedback gathered via polls. Rewards would include weekly prizes like goodie bags, £10 Deliveroo vouchers, or extra breaks. A fifth award would go to someone actively engaging with polls, encouraging participation. Team members can submit unlimited recognitions but cannot vote for themselves, and duplicate votes will be discounted. The winner will be the person with the most votes. An idea of how this submission form would look:

Click Here

Refer to Catriona

Could also link into outreach volunteering days

Preemptive Communication

I would like us to create a system whereby staff with specific accessibility needs need only communicate it to us once. I want us to try developing a way of communicating staff's accessibility needs between venues. We want to avoid creating a situation where staff must continuously advocate for their needs. For example, if a staff member with POTS is involved in set up or close down, we need to have trollies on site for them before they arrive. Their feeling as if their illness was considered before they arrive, rather than for their illness to be constantly "in the way," is the general environment we would like to foster long-term.

Monthly Coffee Hours:

Once a month lets arrange a coffee hour devoted to a specific topic: 1. Menopause 2. Neurodivergence 3. Long-distance familiy and relationships 4. Dementia 5. Stress, Pressure, and managing expectations (exam time)

Rescource List

Creating a list of mental and physical health rescources our staff have access to. 24/hr help lines Budgeting aids etc.