Morning all, Has anyone delt with this?

I have contrasting views of IIP accreditation. One is based on my employer's accreditation during the early-mid 1990s when it seemed that various organisations regarded it as a "must-have" corporate badge, but with little tangible benefit or evidence other than a logo and accompanying text on organisation letter headings and other documents. I've no idea what accreditation costs, including the necessary visits by external IIP assessors to check that aspiring organisations meet and subsequently maintain the necessary standards. My employer, a sizeable local authority, apparently relinquished its IIP status a few years ago, though I've no idea why - it might have been a cost-saving measure and/or perhaps my employer couldn't or wouldn't do what was needed to maintain its status. When my employer was pursuing IIP my department (human resources alias personnel) seemed to have various meetings plus plewnty of paperwork about what we did and how we could improve our work and systems to make our employer more effective, provide a better service and be a better employer, etc. Among other items we were given ring binders with learning diary sheets on which we were supposed to jot down and subseqently share ideas about the new things we had learned/discovered each day. The vast majority of us never bothered with the diaries and some may still lurk in pristine condition in cupboards and drawers. Also, IIP didn't seem to offer any significant 'mileage' or benefit in relation to OS&H. However, that may have stemmed from how IIP was presented to or interpreted by my OS&H colleagues and myself. The other view of IIP is that it could well be a good system for some organisations if their managers and employees understand its aims and genuinely strive to improve, etc. rather than just acquire a trendy badge. During visits to some organisations while on holiday, etc., I've seen the IIP logo and phrase and sometimes asked employees what they meant - without letting on that I already knew. Some of the employees encountered were very positive about IIP and could readily describe what improvements it had brought about for their employers and also for themselves and other employees. The information and opinions above simply reflect my own limited experience and thoughts about IIP. Do others have similar or differing views of IIP?