Eden at Pod

Separating “work” and “life” is a false economy - people “do life” at work. Job satisfaction is 91% when wellbeing is genuinely valued. Yet:

1. Nearly a 1/4 of adults in England are living with anxiety or depression. But for every £1 invested in mental
health support, employers get £4.70

2. 52% of employees say financial worries negatively impact their work performance

3. The average number of sickness absence days has risen to 9.4 days per employee per year; the highest level in more than 15 years

We're committed to building a culture where genuine wellbeing is the foundation of high performance, where employees feel able (through support / tools / programs) to bring their full selves to the mission and maximise time spent “thriving”

Young people deserve a clear and meaningful route into the world of work. Yet:

1. There are approximately 729,000 unemployed 16–24 year olds in the UK and >20% of 16–25-year-olds in London are unemployed.

2. The UK's youth jobs market has deteriorated more sharply than any other G7 nation since 2022.

3. Privately educated applicants are 20% more likely to receive a job offer than equally able state educated peers, a gap that’s tripled since 2023.

We're committed to opening real, lasting routes into meaningful work for young people to thrive, who lack the networks and experience that traditional hiring has always favoured.

Talent has no postcode, diagnosis, ethnicity or class. Diversity isn’t a compliance category; it is a capability. Yet:

1. Ethnic minority workers earn on average 8% less than white counterparts. Closing the ethnicity pay gap could add £37 billion to the economy

2. People from higher professional backgrounds earn 18% more than those from working-class backgrounds with the same level of education

3. Around 20% of people are estimated to be neurodivergent, but 65% report negative impacts at work (unmet support from stress/anxiety/burnout

4. Disabled people are nearly twice as likely to be unemployed as non disabled people.

We’re committed to represent society with visible role models and a working environment where the under-represented can thrive. Diverse backgrounds and lived experience are strengths, not exceptions to manage or badges to be achieved.

The energy transition as currently designed, risks leaving significant groups of the population behind. Yet:

1. 2.36m households are in fuel poverty - over 43% spending more than 10% of household income on energy (17% spend more than 20%)

2. Young people will live with the transition consequences but have reduced access and over-indexing as a group caring about the environment

3. 40% of houses don’t have access to off-street parking and London has 72% of the UK's on-street chargers,
revealing a geographic inequality

4. More than a million disabled drivers are at risk of exclusion from the EV transition

We’re committed to help remove the barriers that prevent customers from equal access to electric living, whether that’s disability, housing, wealth or access to infrastructure.

Businesses are part of communities. The most important contributions are often not financial: they are time, skill and voice. Providing employees support to participate in social causes helps sustain the quality and quantity of services provided by the third sector and brings different experiences and perspectives back into the workplace

1. The voluntary sector faces a £2.5bn funding shortfall when demand is rising. 75% of UK businesses did nothing to support charities in the past year.

2. Government grants to the voluntary sector have declined by around £1 billion annually in real terms since 2020 revealing a geographic inequality

We're committed to showing up as a genuine partner: putting leaders into the community, maximising the impact of Pod employees to social & community causes that know their patch, and lend our collective voice.