We’re a company with a clear purpose – we create better outcomes
That’s something we’re always striving to do – for our colleagues, customers, communities and the environment. And we’re a company going through our own transformation. We’re improving, growing, developing and putting our people first.
We’re striving to become an even more diverse, inclusive and responsible business, so we need people from all walks of life, with different skills and experiences, and a passion to help us keep getting better.
We’re offering more flexibility, a chance to expand your horizons, make an impact and be yourself. You’ll find roles all over the world that will allow you to help shape our future.
We welcome applications from anyone with the skills and experience we need. Displaying the right values and behaviours is more important than your background.
Listening to our colleagues
Open communication is important to us as a company and we make sure that our employees have the opportunity to ask questions and share their ideas. One of the most successful ways we do this is through our ‘Ask Jon’ portal – where employees can ask our CEO Jon Lewis a question directly.
In May 2019, we recruited two employees to our Board of Directors. We’re the first FTSE 250 company in 30 years to do this. We did it because we recognise that our people are the ones who know our business best, so it’s important that we make sure their voices are heard and we communicate in an open, clear and honest way.
Developing our people
When you succeed, we succeed. We’re growing our expertise by developing skills, providing learning opportunities, supporting our managers and developing everyone’s potential.
Our induction programme and mandatory training educate and empower people to be effective as soon as they join us. We offer technical, management and graduate programmes, as well as apprenticeships, to build our capabilities and grow and nurture talent.
We’ve also created a performance, learning and development centre, called Capita Academy. It’s all about strengthening our people’s performance and potential, so that they can make an impact, shape our future and expand their horizons.
Capita Academy provides a framework which supports people’s developmental needs, strengthens our business, and shares knowledge and expertise to help everyone succeed.
Providing rewards and benefits
As well as standard benefits, we’ve got voluntary ones too, designed to suit your lifestyle and support your financial, social, physical and mental wellbeing. Here are some of the benefits on offer:
- voluntary health, dental and vision benefits
- company matched pension and life assurance
- the option to buy extra leave
- employee assistance programmes
- season ticket loans
- discounted gym memberships
- cycle to work scheme
- flexible and home working (depending on the role)
- 15 weeks’ fully paid maternity, adoption and shared parental leave
- paid time to volunteer in your community
- discounts on leisure, travel, technology, fashion and food.
Many of our offices also provide extra perks, such as free fruit deliveries, lunch clubs, onsite gyms, and yoga classes. Search our live vacancies to see what jobs are on offer in your area.
Supporting you with the details that matter
We want to support you in every way possible to fulfil your potential with us in a safe and supportive working environment. You can find our equal opportunities statement and COVID declaration here, as well as more information about how to contact us if you need any adjustments or changes made to help you find and apply for jobs with us.
When working flexibly isn’t just a perk, but a necessity
Alex Dewinter, Head of Operational Improvement within the Capita Public Service division, talks about his experiences of flexible working, as someone who lives with a chronic illness and disability.
With 20 percent of the working population having a medical issue or disability – such as learning disabilities, mental health conditions, cancer or HIV – it’s vital that employers are able to offer reasonable adjustments in the workplace. These adjustments can vary depending on the individual, but include considering access to the workplace, changing equipment, offering flexible hours, working from home and adjusting performance targets. Alex Dewinter, Head of Operational Improvement, lives with HIV. “Often, having a conversation in terms of employment around HIV will lead to people saying ‘I’m sorry to hear that’ but the thing is I’m not looking for sympathy, I’m just looking for a bit of understanding that I may have some additional needs, or that my needs may not make as much sense because I haven’t turned up in a wheelchair,” explains Alex. “The wider challenge with non-apparent or hidden disabilities, is that it’s easy to make those adjustments or allowances when you can see why you’re doing it, but when you can’t, it can lead to problems or difficulties.”
For Alex, making his employer aware of what they need to do to get the best work from him is vital. “I want to be productive and I want to perform the best I can at work. There are certain little things that will just make things a lot easier and because HIV is recognised as a disability, you’re entitled to reasonable adjustments in the workplace. So you are better protected. I’d love to say that you can live with HIV and not think it impacts you in the workplace, but it’s a chronic, fluctuating condition. So I would always say to people, why soldier through something when, by having some very straight forward adjustments, your life will be better, and you will enjoy work more.”