Workplace

2013 – To support the long term diversification of our recruitment pool and help young people in our local community be aware of the professional services career opportunities available to them, A&L Goodbody created a bespoke educational programme which gives students aged between 15 and 17 the opportunity to avail of a work placement in the Firm. During the 2012/2013 school year, we partnered with three schools from our local community

2013 – The Ulster Bank Staff Charity Funds (SCFs) in Northern Ireland and the Republic of Ireland were set up to encourage employee payroll donations to charities. Staff donations are paid in monthly to the SCFs and the monies are matched by Ulster Bank, effectively doubling the value of donations accumulating in the Fund. The SCFs are managed by voluntary committees of staff, who meet quarterly to make decisions on the donations to be made from the Fund.

2013 – The Community Cashback Awards scheme enables employees to get a cash award each year for their chosen charity. Every employee can apply for an award of €250 each year for their favourite charity once they raise at least €250 in fundraising, or volunteer more than 19 hours in the year. The award is paid to their chosen charity.

2013 – We have created a portfolio of health benefit plans and wellness programs designed to encourage employees to evaluate, improve, and maintain their health and the health of their families. Intel’s Health for Life program is designed to inspire and motivate employees to take action toward achieving their best possible health and quality of life. To this end, Intel has partnered with Aetna, an independent provider of onsite corporate health services, to deliver Health for Life Wellness Check.

2013 – In 2012 Ulster Bank developed a facility for our customers to donate to charity via any of our 1,100 ATM machines island-wide. Customers can donate from €1 to €250 to 14 well-known charities (8 in Republic of Ireland and 6 in Northern Ireland). The charities were selected based on research to represent the causes closest to the hearts of Irish people: children’s welfare, cancer research, hospice care, disability support, homelessness, poverty, serious illness and third world aid. We wanted an initiative to raise awareness of ATM Giving with our customers and at the same time bring our people together as ‘one team’ behind a common cause of raising funds for our ATM Giving charity partners.

2013 – ESB has teamed up with Pieta House to run a pilot initiative called “Mind Ur Buddy”, which is aimed at raising the awareness of suicide prevention across the company. Under this pilot, 11 staff members have volunteered to undergo training with Pieta House and take on the role of Buddy Support Person (BSP) in order to be able to offer immediate support to any of their colleagues who may be feeling suicidal or acutely distressed.

2013 – For our financial year 2013 Leadership Development Programme (LDP), we introduced Action Learning Teams to support the execution of our business strategy. The Leadership team selected three targeted areas for growth from the business strategy. Each team was assigned one of these areas and challenged to research it thoroughly. The teams had to present their recommendations to members of the Ireland Leadership Team and address
questions.

Company Description ESB is Ireland’s leading energy utility. We generate, distribute and sell (through our retail company ESB Electric Ireland) electricity to customers throughout Ireland.   Business Issue ESB’s safety objective is simple – we will have zero injuries. Occupational diseases are addressed as part of our safety management process. However, ESB recognises the benefits

KPMG’s Corporate Social Responsibility strategy articulates how both KPMG and staff have an immense role and opportunity to positively impact surrounding communities. KPMG has an ongoing relationship with the well-known international charity, Concern, including the provision of pro-bono audit services and recently selecting it as one of seven worldwide KPMG International Disaster Relief partners. However we wanted to go beyond these linkages and support a project whose objective was to work on Millennium Development Goal 3 – Promoting gender equality and empowering women – and encourage staff engagement with important social issues at the same time.

2013 – A pilot project was conducted in April 2012, during which Suas trained 11 A&L Goodbody mentors to work with school children from St Vincent’s Girls School in Dublin, utilising a proven computer based literacy intervention called AcceleRead AcceleWrite. Following evaluation, 8 of the 11 participants displayed increased reading ability and confidence.

ESB is committed to promoting health and well-being among our 6,000 staff. We run an extensive health and wellbeing programme and have well-established equality and diversity policies.

In Accenture, we employ a highly skilled and motivated workforce and we invest a lot in developing and training our people. Like many organisations, we struggle to retain a large proportion of our female employees and to advance our women to leadership positions.

At Intel Ireland Work/Life Effectiveness (WLE) is a strategic response to the significant changes that have taken place in work and life over the past 10-15 years. We recognise the difficulty of managing a job and personal life. Our goal is to make it easier for people to get the right balance for themselves.

Over the past ten years, ESB has made significant changes to its structure and business organisation to facilitate the opening up of the electricity market in Ireland.

Health and Safety is the number one priority for all CRH companies. CRH is committed to achieving industry best practice in safety at every location. The challenging goal is zero fatalities and zero accidents. CRH continues to devote substantial management, employee time and all the appropriate resources to this area, and is always looking for innovative ways to bring the safety message to all.

As business becomes more fully integrated on a global basis and we open up our growth markets we need global leaders who are culturally aware, who understand growth markets and the link between CR, Community Service and business strategy.

Over the coming years, Johnson & Johnson will require in excess of 2,000 skilled employees in the Cork area. However, the numbers taking science subjects at Leaving Certificate level have been declining significantly over the last decade. There is a particular imbalance in the numbers of students from some areas of Cork city progressing to third level compared to others. We would like to encourage all students to consider careers in science, technology and the healthcare industry.

ESB’s Strategic Framework sets out a clear sustainable vision for the company – a 30% reduction in carbon from our generation and networks assets by 2012 and a 50% reduction by 2020 on our way to becoming net-carbon neutral by 2035. It also commits ESB to becoming the leading company in Ireland in sustainability.

The delivery of these targets involves the commitment and contribution of all staff. The Framework is about achieving real culture change as well as technical solutions. The Programme is focused on maximising staff engagement and ensuring the principles of sustainability are deeply embedded.