Social Value

At Hanover we are committed to improving social value to benefit local communities. We achieve this through diverse and inclusive recruitment practices, implementing training and development initiatives to create long-term learning and future growth opportunities and through local government events, supporting local charities and working with local, sustainable, and environmentally ethical suppliers.

We maintain an extensive database containing the location and possible work radius of all DDaT categories within our community of consultants. We continually build, clean and maintain our data through our unique configuration and deployment of cutting-edge recruitment automation technology and AI.

Employment

  • Recruit via geographic targeted campaigns, to support and grow local employment.

  • Where possible, hire passionate professionals from the surrounding community who understand project benefits with the drive to achieve a common vision.

  • Professionals to act as ambassadors, positively promoting project goals through their own community interactions.

  • Encourage continual community feedback to optimise employment opportunities.

Diversity, Equality & Inclusion

  • Committed to supporting the principle of equal opportunities and opposes all forms of unlawful or unfair discrimination.

  • Conduct monitoring to ensure processes are fair, equitable and accessible, and to identify any significant under-representation.

  • Implement diverse, multi-channel advertising, non-gender specific advert and job description languages.

  • Promotion of inclusive and equality-focused culture and all associated diversity policies.

  • Anonymised profiles to remove name and location bias.

  • Use of AI skill matching technologies and assessments that focus solely on skill comparison to remove unconscious bias.

  • Encourage continual feedback to strengthen these practices.

  • Produce Whitepapers on hiring processes for Diversity and Inclusion Optimisation.

  • Ensure employees are kept up to date with industry diversity issues and new techniques to tackle these.

Training & Development

  • Implement training and professional development programs, tailored to individual, team or community needs.

  • Implement ‘upskill’, ‘cross-skill’ and ‘knowledge transfer’ initiatives so that individuals can learn from colleagues, contractors, and managers, thus creating long-term learning and future growth opportunities.

  • Organise local learning events that will benefit community improvement. Previous events include Staffordshire County Council ‘IoT Meetup on Smart Cities and Sustainability’ and the ‘Social Value in Government’ webinar.

Giving back

  • Identify and support local charities, donation schemes and volunteering initiatives.

  • Previous initiatives include volunteering for Help The Aged computer skills workshops, collections and donations to Kingston Food Bank and Clock Tower Sanctuary homelessness campaigns.

  • Our employees are part of the University of Brighton Momentum Mentoring programme. It pairs students from minority or under-represented groups, LGBTQ students and those struggling with mental health and wellbeing issues with a mentor to help build confidence and life skills.

Environment & Sustainability

  • Continually improve our environmental performance.

  • Comply with environmental legislation.

  • Educate and train employees to enable them to work within sustainability frameworks.

  • Champion a paperless construct, with all processes being completed digitally and online.

  • Reduce the need for travel, or utilise public transport.

  • Sourcing of any goods or services is checked against our ethical and sustainable supplier policy.

  • Procuring goods and services locally where possible.

  • All objectives are monitored and scored by Operations Director.

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Public Sector Consulting

Consulting

We are a flexible consultancy who believe in putting our customers first and are proud to work with many Central Government Departments to optimise public services.

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Case Studies Public Sector

Case Studies

Find out more about the latest Public Sector projects we've been working on and the type of teams or experts we could supply to your project.

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Your hiring needs

Due to high demand, we regret we are currently unable to take on any new clients.

Hybrid
flexible working

​Post-lockdown, the new buzzword that has managers debating working style policies is 'Hybrid Working'. But what does it really entail? Is it really suitable for your workplace, and more importantly, your employees? ​What is 'hybrid working'?Hybrid working is a relatively new term, coined to demonstrate different ways of working combined, including:Working in the officeFlexible hours Remote working optionsWorking from homeIt's been born out of companies adjusting to the Covid pandemic and the necessity under government guidelines for business to pivot to digital working and working from home under lockdowns rules. Now as restrictions lift, companies are considering what it means to head back to the office and whether we really want to.According to the ONS, prior to the pandemic around only 5% of UK employees worked from home and a recent report from the CIPD showed that pre-pandemic, 65% of employers did not offer remote working options at all. The report also shows that now 40% of employers expect more than half of their workforce to work regularly from home in the future. ​​Do you employees want hybrid working?The short answer is YES! Positive employee experiences are essential to productivity, reducing staff turnover, diversity and culture. According to Microsoft’s 2021 report, 73% of employees wanted flexible, remote work options, post-lockdown.If you CAN offer options for hybrid working to your employees, whilst maintaining business goals, why wouldn't you? If you're in doubt about its need, conduct an employee survey and ask what options your employees would like.The pandemic has created new employee expectations. It's not just about flexible working anymore, it's about individuals managing their own safety and working in a way that they feel secure and comfortable, and that also respects each others boundaries. If you have a mix of employees that have different health situations, you can't force them to conform to one set scenario. It just won't work. You should care enough about employees wellbeing to invest in hybrid working options and the associated tech to support it. Hybrid working also helps to create better work/life balance for employees who may be suffering from health complications, are working parents or carers, and people with other stressful responsibilities outside of work.​​What are the challenges of hybrid working?Dependant on the type of work you do and how large your teams are, there will be some challenges to offering hybrid working. Here's a few things you need to consider:Some of your roles may not be suitable for remote or hybrid workingKeeping track of everyone - who is working from where and whenEffective management - monitoring productivity, meeting deadlinesCommunication - meetings, group chats, keeping in touch, performance reviewsTraining & Development - better online or in-person? Wellbeing - isolation, new employee onboarding, socialisingTech - resources, hardware, connectivity, costsHow will hybrid working benefit your business?One way hybrid working may benefit you as a leader is in a reduction of office space, work space rental and facilities costs. With a reduction of people in the office, you could reduce the office size, moving savings to other areas of your business. Hybrid working can also hinder the spread of illnesses, (not just limited to Covid), and mean you have a fully functioning and healthy team. Employees suffering from a bad cold may feel well enough to work but don't want to pass germs onto their co-workers, so working from home is a great option. However, the main benefit of introducing hybrid working is a big one. Employee happiness! We all know that happy employees are substantially more productive, making your business more profitable. Flexibility for working styles and personal needs create better work/life balance. This in-turn creates a positive working environment, stronger collaboration, employee loyalty and a reduction in staff turnover. ​How do you implement hybrid working? 1. Policies - Ask yourself whether your policies are long, or short term? Talk with all managers about what will work for their team. Will you still be able to meet customer expectations and continue performing at an optimum level?When implementing hybrid working, it's important to outline very clear policies. Detail the working options available, specify what they mean and what they entail. Also outline what is expected from your employees and what happens if those expectations are not met. You can also offer one to one conversations for special cases. Some roles may not qualify for hybrid or remote working, so it is best to discuss this with anyone affected individually. Once you have a policy outline in place, look at how achievable those policies are utilising your current resources. Are there any obvious holes in your plans? Do you need anything new and what are the costs involved? Ask for feedback from your employees on what they need for working outside of the office. Give careful consideration to the contractual implications of hybrid working, as implementing a new policy can sometimes amount to a formal change to terms and conditions of employment. It is best to run your draft policy past a legal advisor. If you are welcoming people back into the office, make sure you stay up-to-date and comply with Government guidelines and conduct a health and safety risk assessment. ​2. Technology - Many stumbling blocks regarding hybrid working can be overcome by utilising technology. For example - using Zoom and Microsoft Teams, creating an intranet, updating employee communications or incentives, and managing projects in platforms such as Slack and Basecamp. Also think about new employees and how they will be onboarded. How can you make new recruits feel welcomed but also supported if they are not in an office? Make a list of your current tech and tech support, then review and source any new platforms you need.​3. Hardware - It's important you keep on top of your hardware such as laptops, monitors, hard drives etc. Are they all fit for purpose? How will they be assigned and monitored? How often do they need to be checked and updated? Do you have a support company or IT dept. that will be able to manage this? ​4. Performance - With employees being in and out of the office, or working remotely for long periods, performance may be harder to observe and monitor. You may need to shift how you perceive good performance. For example: from employees being at their desk whenever you call, to instead looking at actual outcomes of work and meeting deadlines. Performance reviews and meetings should wherever possible be in person to maintain relationships. ​5. Wellbeing - What are the wellbeing implications for your new policies? Managers should receive training in understanding and spotting potential signs of poor wellbeing and mental health symptoms. Ongoing mental health support and information should be readily available and regularly promoted to all employees. Respect boundaries going forward. Just because someone is now working from home and has the tech to be available at anytime, it does not mean they are now contactable 24/7. Work hours should remain fixed and non urgent contact kept to a minimum outside of those hours. Fairness & inclusivity is also an area of wellbeing to bear in mind. During the pandemic there was a disproportionate impact on ethnic minorities and also with women being much more likely to be both furloughed and undertake childcare responsibilities. Identify areas where inequalities may have developed, or could develop in the future and set out plans to address these. You should also do your best to ensure equality of experience between employees in the office and employees at home and have plans to address any potential conflict. ​​ConclusionIn a few years 'Hybrid Working' could be standard for most companies. Data from OpenSensors shows that 9 out of 10 UK workers want the option to work remotely once offices reopen. Early adopters and tech giants such as Twitter, Facebook and Google, are already offering a variety of hybrid working options. Whilst the future remains unclear, having a choice of flexible options for hybrid working could mean the difference between success and failure for your business. We've seen throughout the pandemic, that companies who embrace hybrid or remote working, digital technology resources and ecommerce, can not only survive but actually thrive!​​We're here to help!Hanover offer solutions to support engagement, remote interviewing and remote onboarding. You're busy helping existing employees and doing your day job, so at Hanover we manage a fast and simple process for you, including:Candidate Engagement - Job Advertising, Interactive Job Descriptions, Content Marketing Video Interviews - Online Video Interviews. Share, shortlist and feedback in a few clicks Remote Onboarding - Data Insights to tailor remote onboarding to individual needsFind out more about our recruitment solutions here!​

Health
accessible design

​Departments: NHS, Department of Health & Social Care, Public Health England & National Institute for Health & Care Excellence.​Working with Government healthcare departments on time-critical projects, we listened to their needs and set out strategies to find the best skills at a critical time for UK healthcare. We supplied talented associates that created end-to-end solutions for new healthcare platforms, emergency triage software and urgent pandemic response structures.This involved understanding content needed in order to support critical user needs and optimise user journeys. This approach also provided new user behaviour insights that could be used to inform wider healthcare initiatives and help convert underlying policy intent into quantifiable and motivated actions.​Experts Supplied:Agile Delivery ManagersLead Delivery ManagersSenior Business AnalystsUser Research LeadsData ManagersMDM ConsultantsInfrastructure EngineersHead of Customer InsightsProduct Marketing ManagersData ScientistsTechnical ArchitectsSenior Services DesignersIncident Handling LeadMobile App Product ManagersSalesforce Product ManagersSenior Project ManagersDemand Modelling Engagement Analysts.Net Developers

Accessible Design
agile

​Home Office​Our designers know that 1 in 5 people in the UK have a long-term illness, impairment or disability, meaning that content design should be clear, simple and accessible without the need for adaption. Recently we deployed a Content Design team to a Home Office project, where an e-learning programme required a redesign to meet both GDS and accessibility standards.Innovative design choices coupled with regular check-ins with both Home Office staff and GDS staff ensured standards were met and the project received a successful assessment, progressing to Alpha stage.​We also placed Agile coaches into teams supporting the Home Office portfolios with technical products and product centric ways of working to deliver services to UK citizens. This included the adoption of Agile methodologies, tools and techniques.​​Experts Supplied:Agile coachesUser ResearcherContent DesignerService Designer