UN Futurepeople Logo RGB Positive UN Futurepeople Logo RGB Positive

The People strand of our ESG strategy is based on one simple commitment: to create and maintain a company that is a great place to work for.

A great place to work for us, means celebrating diversity and inclusion, it's where everyone's health and wellbeing is a priority, and where colleagues can make a positive difference to the Group and society. The themes that emerge from our annual employee engagement survey 'Your Voice' shape our priorities as we work towards our 2025 Future People objectives.

Additional Pic If Needed.Jpg 7 People Mob 2

Our key focus areas for Future People:

Additional Pic If Needed.Jpg 9 People Mob

What we said we would do in 2022

What we did

Invest in our people
  • Increase the number of learning days per employee to 5.8 days
  • Set up a senior leaders forum to build collaboration across the Group
  • Developed a greater curriculum of internal learning and development courses with more than 1,200 training hours provided
  • Supported more than 50 apprentices

Invest percentage of employees from under-represented groups
  • Drew up and communicated a diversity charter
  • Updated HR policies and recruitment approach with support from Stonewall to ensure they contained inclusive language
  • Held an equity, diversity and inclusion summit with presentations from five partner organisations

Maintain zero non-compliance performance of our policies
  • We had zero cases of non-compliance during the year

Drive a zero harm at work agenda
  • Reduced our manual handling injury rate by 65%
  • Reduced our total number of incidents by 28%

Support and manage workload
  • Focused on supporting managers, running workshops on mental health and stress management
  • Expanded our wellbeing curriculum from mental health and personal resilience to include a range of topics such as assertiveness, nutrition, coaching and managing change.
  • Launched Aspiring Manager and Professional Manager programmes, giving employees the opportunity to gain accreditation as a qualified manager

Reduce staff turnover
  • Introduced our reward, benefits and recognition platform for all employees
  • Evaluated and benchmarked jobs across the business to make sure people were being paid fairly and competitively for their work

 

  • Group employee engagement rating: 80%
  • Voluntary staff turnover: below 20%
  • Group investment in learning: 4.5 days
  • Increase in under-represented groups: to better reflect national profile
  • Inclusivity approach: supported by recognised accreditations
  • Health and safety incident rate: less than 5% of the national average
  • Employee volunteering: 5,000 hours annually

Our 2025 targets (date unless otherwise stated)

Explore More