1) What are you doing to ensure a healthy work-life balance for your employees ?
We are deeply committed to fostering a healthy work-life balance through a combination of flexible policies, supportive leadership, and continuous feedback mechanisms. Employees are encouraged to tailor their workday with flexible start and end times, and we offer the option to work remotely up to two days per week. These arrangements are supported by a respect for working hour boundaries and a focus on setting realistic, sustainable workloads.We are deeply committed to fostering a healthy work-life balance through a combination of flexible policies, supportive leadership, and continuous feedback mechanisms. Employees are encouraged to tailor their workday with flexible start and end times, and we offer the option to work remotely up to two days per week. These arrangements are supported by a respect for working hour boundaries and a focus on setting realistic, sustainable workloads. Our leadership team actively models these behaviours, reinforcing a culture of trust, transparency, and accountability. We empower teams to manage their time effectively, balancing personal well-being with the needs of colleagues and clients, all while contributing to our shared ONE culture.To stay attuned to employee well-being, we conduct regular surveys, town halls, and team check-ins. These forums help us detect early signs of imbalance and respond proactively. Survey results are shared openly with teams, and we ensure that action items are not only tracked and implemented but that progress is clearly communicated to the wider team—closing the loop and reinforcing our commitment to continuous improvement.Additionally, we promote mental health awareness, encourage the use of annual leave, and support initiatives that foster connection and belonging across teams often by our committed volunteers that run our TGIF committee . This holistic approach ensures that our people feel supported, valued, and empowered to thrive both professionally and personally.
2) What role does your company intend to give to teleworking in the next 5 years?
In our current operating model, we view teleworking as a permanent and valuable component of our operating model. While we continue to recognise the uniqueIn our current operating model, we view teleworking as a permanent and valuable component of our operating model. While we continue to recognise the unique benefits of in-person collaboration—particularly for team cohesion, innovation, and spontaneous knowledge sharing—we are committed to maintaining a flexible, hybrid approach that supports both productivity and individual well-being.Our hybrid model empowers employees to balance their professional and personal responsibilities, while also fostering meaningful in-person engagement that strengthens team dynamics, fosters a positive work environment, and reinforces the ONE culture we are proud of and strive to preserve. We believe that sustaining this culture is a shared responsibility, and every team member plays a role in maintaining and shaping it.Looking ahead, our focus over the next five years is on further enhancing our digital infrastructure, collaboration tools, and leadership capabilities to ensure that remote work remains not only effective but also inclusive and engaging. As our firm expands across locations and operates within a matrix management environment, we will continue investing in technology, tools, and training that support seamless communication, cross-functional collaboration, and a strong sense of belonging—regardless of where our people work.
3) What management style is most present in your company?
Our leadership approach is based on empowerment, trust, and accountability. Managers act as enablers—providing clear direction, removing obstacles, and creating the conditions for teams to thrive. We foster a culture of open communication and collaborative decision-making, with a strong emphasis on coaching, continuous feedback, and personal development. This is also supported by our mid and end of year reviews and objective setting that takes place throughout the year.Our leadership approach is based on empowerment, trust, and accountability. Managers act as enablers—providing clear direction, removing obstacles, and creating the conditions for teams to thrive. We foster a culture of open communication and collaborative decision-making, with a strong emphasis on coaching, continuous feedback, and personal development. This is also supported by our mid and end of year reviews and objective setting that takes place throughout the year.We value humility, curiosity, and adaptability in our leaders, recognising that effective leadership is about listening, learning, and evolving. Although we have leadership structures in place, our flat organisational model encourages engagement at all levels—there are no hierarchical barriers. If you need support, you’re empowered to reach out directly to the colleague best placed to help, regardless of title or function.This inclusive and agile management style reinforces our ONE culture, where ownership is shared, contributions are valued, and everyone plays a role in driving our collective success.
4) What are you doing to ensure good mental health in your company?
Mental health is an important part of our people strategy—because at ONE, our people truly are our greatest asset. While many companies make similar claims, for us, it’s a principle we live by. We believe that a happy, supported team leads to happy, satisfied clients, and we work to embody that belief every day.Mental health is an important part of our people strategy—because at ONE, our people truly are our greatest asset. While many companies make similar claims, for us, it’s a principle we live by. We believe that a happy, supported team leads to happy, satisfied clients, and we work to embody that belief every day.We foster a culture of mutual respect across all levels of the organisation and actively encourage our team members to access professional mental health and wellness resources whenever needed. As a leadership team, we are committed to identifying and addressing mental health concerns early, before they escalate.
5) Give a concrete example of how your company's mental health initiatives are paying off.
At ONE, mental health is not just a policy—it’s one of the core values embedded in our people strategy. We firmly believe that when our people thrive, so does our business. That’s why we’ve taken a proactive and structured approach to mental well-being, integrating it into our broader efforts around work-life balance, hybrid working, and inclusive leadership.At ONE, mental health is not just a policy—it’s one of the core values embedded in our people strategy. We firmly believe that when our people thrive, so does our business. That’s why we’ve taken a proactive and structured approach to mental well-being, integrating it into our broader efforts around work-life balance, hybrid working, and inclusive leadership.A particularly impactful example of this commitment came in 2025, when the Executive Committee made the strategic decision to accelerate all hiring to earlier in the year, rather than spreading it across the calendar. This shift was driven by a recognition that our teams—while consistently overachieving—were being stretched to their limits due to our rapid growth, an increasingly complex regulatory landscape, and the demands of day-to-day operations.This decision was prompted by observations from leadership and feedback gathered during team and one-to-one meetings, where team members felt comfortable expressing when workloads were becoming challenging. Because open communication and psychological safety are foundational to our culture, we were able to respond proactively—adjusting priorities, offering additional support, and ensuring that everyone felt equipped to navigate busy periods with confidence.This outcome reflects the strength of our holistic approach—flexible working arrangements, regular feedback loops, and a management style grounded in empathy, empowerment, and accountability. Together, these elements create an environment where people feel heard, supported, and confident to raise concerns without fear of stigma.
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