There were two components to the assessment process: (1) Employee survey, and (2) Employer submission.
The employee survey had to be filled out by 30% of the company, and asked for feedback on:
- how likely the employee was to recommend the employer as a place to work
- how inspired they are by the company's leadership and vision
- how much the organisation values employee feedback
- how psychologically safe the company is
- the strength of managers
- opportunities for training and development
- whether people have enough resources and support to perform their job
- employee recognition
- flexibility
- transparency
- how fun the company is
- employee benefits
- how committed the employer is to addressing issues relating to gender discrimination, bias, and representation.
- how fair compensation is
- whether the job provides a sense of purpose and meaning
- how likely the employee is to remain at the company for the next 12months
We then tallied the results.
The company representative then submitted information about the company's commitment to improving diversity and inclusion, and how they approach training and development of staff.
We then compared this information against what 'best practice' or '5/5' looks like. If a company was, on average, around 80% of the way towards best practice, we gave the company a 4/5. This process was challenging as every company's approach was different.
This competition was about finding the best workplaces as rated by employees, so we weighted the sections 75% (employee survey) and 25% (employer submission) when we combined the two scores.
As the final step, we adjusted the score for participation rate - i.e. we gave a small increase to companies that had a higher proportion of their overall headcount participate.
Judging was completed by Rachel Zerr and Tim Atkins.
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