Valuing our Employees
How we are addressing this issue:
Our success as an organisation is a testament to the knowledge, skill and hard work of our employees. It is important to us to ensure that we maintain our high calibre workforce and we therefore seek to achieve a high level of staff retention. We have an autonomous management structure which allows us to devolve operational responsibility and accountability, in order that dedicated individuals may thrive.
In order to protect our employees, we have an Employee Policy which sets out the areas which we focus on in our relationships with our employees. This commits us to providing a safe and healthy working environment, treating all employees fairly, encouraging and supporting our employees in their development and providing adequate reward and recognition. We also have a Business Ethics Policy, Whistle Blowing Policy, Anti-Bribery and Corruption Policy and a Gifts, Corporate Hopitality and Promotional Expenditure Policy. An Equality and Diversity Policy also operates across the Group, which bans discrimination of any type.
Creating opportunities for graduates
Our 2010 Graduate Scheme recruited 24 young people into our land, commercial, technical, construction, sales and marketing, and Health & Safety business functions. The Graduate Scheme offers an excellent opportunity for new recruits to progress quickly towards management positions within the company. We have had great successes with our Graduate Scheme to date, with four of our Directors having started as graduates.
Training and development
We believe that the success of Vision2020 is a responsibility shared by all our employees. It is therefore important that all our staff are provided with a strategic understanding of Vision2020 and its relevance to their role and to the company more broadly. This understanding is embedded through a variety of different training methods, tailored to suit different staff roles, including inductions, conferences, briefings and formal training days.
Promoting sustainability in our offices
In all our offices, employees are provided with information on sustainable working and how to use the facilities provided in their offices. Sustainability champions are in place in all offices to coordinate and promote activities and to answer questions. They also encourage staff to get involved in developing our approach to managing office related sustainability impacts.
We provide a newsletter to all staff that highlights key sustainability initiatives being undertaken within the Group, as well as guidance on sustainable living more broadly. We also regularly provide more detailed briefings to staff on key pieces of legislation and initiatives so that we can ensure that all staff are aware of their role in the delivery of our strategy.
Promoting sustainability on our sites
All staff members on site are provided with information on sustainability during the site induction process. This is the initial process through which our contractor's staff receive information about our sustainability strategy and this is reinforced on an ongoing basis through toolbox talks. Where appropriate, our own staff also receive targeted bespoke training on key topics such as waste management, energy minimisation and pollution prevention. Site sustainability audits are conducted and a regular basis to monitor compliance with legislation, best practice and our own sustainability management systems. Data on our site's energy and water consumption and waste is collected quarterly to measure performance and check compliance with our Vision2020 commitments.
Our performance:
In 2010/11:
- All our staff had access to sustainability training, either via our sustainability training programmes or via individual briefing sessions, both of which are tailored to specific roles. The training courses ranged from a 2 hour briefing about Vision2020 to Directors, to a 1-day training course on environmental management for construction staff.
- Staff retention rates were measured on a quarterly basis and were benchmarked against published housebuilder/developer peers where they make this publicly available. Our 2010/11 turnover rate was 17%. For a breakdown of our staff turnover, please click here.
Our Vision2020 commitments and ambitions:
As part of delivering Vision2020 we have set specific objectives for continuing to ensure that our employees feel valued.
Our commitments from May 2011:
- Provide sustainability training to all employee
- Measure staff retention rates and benchmark performance
Our ambitions from May 2012:
- Undertake staff satisfaction surveys and develop action plans to address any issues raised
- Have personal development plans in place for all staff
