In Autumn 2024, we took an exciting step forward in our journey as a people-first company by undergoing our very first Investors in People (IIP) assessment.
The result? We're delighted to share that Dayshape has been awarded a Silver accreditation. This achievement means a lot to us, especially as Bronze is the typical starting point for a first-time assessment.
However, far more important than the shiny silver plaque is what the accreditation represents: a workplace where people feed valued, supported, and empowered. And we were thrilled to see these themes come up in the assessor's one-on-one chats as well as in group interviews designed to capture the essence of what it's like to work at Dayshape. See the image below for the most commonly used words to describe our culture.
Here's what we're especially proud of:
- Communication & collaboration: from bi-weekly all-hands meetings to dedicated Slack channels, we believe in over communicating to stay connected.
- Leadership: our CEO's supportive and experienced leadership is a steady hand during our scale-up phase.
- Manager development: we know great management doesn't happen by accident. That's why we invest in developing thoughtful, well-prepared leaders who are equipped to coach, support, and grow with their teams.
- Values-driven culture: our values guide how we hire, work, and grow.
- Wellbeing: work/life balance is a lived experience engrained in our values.
- Trust and autonomy: we trust our people to do great work, their way, through our flexible working policies.
- Innovation: we celebrate learning from failure and host two Innovation Weeks a year that provide set opportunities to get creative and work off project.
And where we're growing:
No great culture is without its challenges and we're utilizing the report's findings to help us grow. Some areas for improvement include:
- Strengthening communication between team leads and senior leadership.
- Streamlining performance management and making feedback more consistent.
- Enhancing transparency around internal opportunities and development.
- Taking more visible action on DEI with senior leadership playing a bigger role.
We're already actioning these points as part of our 2025 People Strategy and plan to build on this when crafting our 2026 strategy. Thanks to the IIP assessment, we have a clearer path to becoming even better and helping our people thrive.
