At Edelman, we know our employees and clients benefit from a diversity of thought and opinion throughout the agency. And there is overwhelming evidence that shows that a lack of diversity leads to worse financial performance.  

Homogeneity of identity, that is out of step with society, risks weakening the advice we give to clients. It can narrow the breadth of perspective. And it limits the strength of our ideas.     

That’s why we need to - wherever possible - make our working practices accessible for all. Below are just a few of the ways that we are currently doing this. 

Workplace Flexibility and Sabbaticals 

We have introduced workplace flexibility, because we believe employees should have greater control over their lives. And that’s not just for those with families - it might be about them pursuing out-of-work commitments to fulfil personal goals or avoiding being stuck on a train for long, rush hour commutes. 

We also believe that our employees should feel empowered to pursue their passions. That’s why we offer sabbaticals where it will help them to be more fulfilled and lead a more sustainable career.  

Employee Benefits and Pensions 

Everybody has different requirements, so that’s why we’ve sourced together a wide range of benefits to help employees professionally, financially, physically or to look after their mental health.  

Benefits include 25 days holiday (plus a day’s leave for your birthday and the days between Christmas and New Year), Company Pension Scheme, Private Medical Insurance, season ticket loan, gym memberships, free daily breakfasts, free personal travel insurance, Thursday office drinks, subsided massages, flexible working hours and much more.

Every benefit can be found in one straightforward, easy to access online platform. So, whether that’s access to crucial policy information, around-the-clock access to a medical consultation through the Digital GP app, or pension contributions - it’s all there in one place.  

And pensions are just one example of inclusivity throughout our benefits programme. We’ll pay 5% of salary, regardless of seniority. 

Parental Leave and Return-to-Work 

We are going to help our employees when it comes to building a family, whatever the type of relationship they are in and whatever their gender. Whether it’s maternity leave, adoptive leave or shared parental leave, they are entitled to take up to five months on full company pay. This is available for Edelman employees who have worked at the company for a year. 

But it’s also important that we make returning to the workplace as smooth and straightforward as possible. So, we’ve introduced phased utilisation plans and targets to help lift the pressure and support employees to get back up to speed.