The United Grand Lodge of England (UGLE) has today announced it has been awarded the Investors in People (IIP) silver accreditation.
The IIP is a standard-setting body for people management and UGLE was first awarded the IIP standard accreditation in November 2018. The new accreditation runs for a further three years.
In a recent ‘back to work’ survey of UGLE staff following Covid-19, conducted by the organisation’s HR department, 84% said they have access to the things they need to succeed when working from home, and 86% said they are just as productive working from home as they are at Freemasons’ Hall.
Elizabeth Gay, director of HR at the UGLE, said: “We were delighted to have achieved accreditation for another three years, but over the moon to have been awarded silver status this time. Achieving silver is a huge testament to our organisation and our people, as well as all the hard work and dedication during the past few years, focused on putting our people first. It really does mean a great deal to be recognised by Investors in People. We continue to grow and develop, attracting the highest calibre of people into our organisation.”
Dr David Staples, chief executive of the UGLE, was selected in the IIP Awards 2020 as a finalist in the ‘Leader of the Year (up to 250 staff)’ category. Since being appointed as CEO in 2018, he has worked tirelessly to create a positive and pleasant working environment.
Dr Staples commented: “During the past few years, the UGLE has put enormous effort into understanding and supporting the team during difficult times. It is great to see that hard work has been recognised by Investors in People. Through these troubling times, we will continue to look after our most precious asset – those men and women who keep our organisation working and serve our 200,000 members.”
Furthermore, the UGLE’s HR department has implemented a comprehensive strategy to ensure employees feel highly valued within the organisation. This includes:
The creation of a staff committee, made up of employees nominated by staff, who share any concerns or recommendations from staff directly into the HR director and CEO
The introduction of an employee assistance programme, with access to a health e-hub and gym membership
Provision of free fruit for the office
Implementation of flexible working
Appointment of four mental health champions
Annual Mental Health Week and Learning at Work week events, with high levels of engagement from staff
The introduction of new organisational values, a revamped appraisal system, and a new recognition and reward scheme.
In addition, managers and senior team members are trained and equipped to deal with difficult and challenging situations – and with the support of HR, to ensure staff are supported, recognised and given relevant help and guidance where required.
This is an enormous achievement in such a short space of time, during a period where a major restructure is also taking place, centred on delivering improved services for members. In addition, a new internal communications department has been created, which is focused on improving and implementing communications among the UGLE’s 100 employees.
