Employee engagement score
hours spent training
Average global take-up of 2017 SAYE Scheme
raised for Mental Health charities
At GBG, the Board has overall responsibility for corporate social responsibility, with developments and initiatives being led by Chris Clark with the support of the Executive Team. Overall employee experience is really important at GBG across all areas, from traditional HR and talent management practices to business ethics and the environment, through to internal communications and the Group’s physical office spaces.
Business ethics and integrity
We promote a culture of honesty, integrity, trust and respect and all members of the GBG team are expected to operate in an ethical manner in all of their dealings, whether internal or external. We do not tolerate behaviour which goes against this or which could result in reputational damage to the business.
We are committed to achieving and maintaining the highest standards with regard to behaviour at work and in all our working practices. All GBG team members are expected to conduct themselves with integrity, impartiality and honesty. We seek to develop a culture where inappropriate behaviour at all levels is challenged. To achieve this the Company encourages the reporting of genuine concerns about malpractice, illegal acts or failures to comply with recognised standards of work without fear of reprisal or victimisation.
Anti-bribery and corruption
It is our policy to conduct all of our business in an honest and ethical manner. We take
a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships
wherever we operate and implementing and enforcing effective systems to counter bribery.
We operate a policy which encourages team members to raise concerns and provide
clear reporting lines for instances of fraud, bribery, bullying, unfair or unethical
treatment and unsafe working practices.
GBG has in place an external whistleblowing hotline provider, which allows all GBG team members to raise concerns in complete confidence, wherever in the world they are located.
We are committed to improving our practices to ensure that slavery and
human trafficking are not taking place in any part of our business or supply chain. We expect the same commitment from our suppliers, contractors and business partners.
We have adopted a policy on Modern Slavery setting out the standards we expect from our stakeholders. A copy of our Modern Slavery Statement is available at www.gbgplc.com/legal.
People and engagement
Our vision is to have ‘the best and most engaged people’ because we understand the link between high employee engagement and results. GBG has clear strategies for how it achieves this objective and the initiatives which contribute towards this are detailed in this report.
In order that all team members have a voice within the Group and that the business is
able to respond to any issues which might impact engagement, the business undertakes twice yearly engagement surveys (the Q12 survey). On the back of the Q12 results, all senior managers and Executive Team members are required to champion action plans within each of their areas to drive improvements, should they need to be made.
Employee engagement score
of team members believed ‘I know what is expected of me at work’
of team members believe 'My manager or someone at work seems to care about me as a person’
This year, our overall score was 81% showing consistency over the past two years, despite lots of change across the Group. The two highest scoring questions were ‘I know what is expected of me at work’ which scored 91% and ‘My manager or someone at work seems to care about me as a person’ which scored 89%.
We communicate with our team members on a regular basis keeping them informed of business performance. This is achieved through regular CEO live webinars and bi-annual workshop style events at all of our locations. Senior members of our team are encouraged to visit GBG’s international sites regularly. We also provide team members with the means to report regular feedback through the Global Engagement Ambassador Program.
In 2017 we launched our new global Intranet platform ‘be/connected’. Providing all team
members with access to the platform has vastly improved our collaboration and communication channels across the entire business. The platform allows team
members to share news stories, access learning resources and general information
Training and development
We aim to provide team members with an engaging and stimulating environment where they are encouraged to learn and develop. Last year we introduced ‘be/developed’. This platform gives our team members access to over 300 courses. This year alone there has been approximately 20,000 hours spent learning and an average of three working days per person.
We continue to invest in improving the working environment for our teams, creating innovative spaces which inspire our people to collaborate more readily and
increase personal efficiency. We listen to our people and the Group has a flexible
working policy which accommodates flexible working to support those with families and other needs or commitments outside of work, we also encourage working from home where possible.
As part of our plan to create vibrant workspaces that enable our team members to deliver, this year we carried out a refresh of our Chester and Mersin offices. In addition to this our employees in Melbourne moved into a new office space which was much better suited to their needs.
This year, to further the focus on the Group Vision Objectives and Strategies (VOS) we
have continued to promote the VOS Awards. The Awards not only link to the Group values
of Quality, Innovation, Excellence, Trust and Respect but are also attributed to the five
key segments of the Group’s VOS – People, Products, Customer, Process and Brand. The
VOS Awards encourage individuals within the business to nominate their fellow team
members should they feel they deserve recognition, with the winners announced every quarter. This year we received 460 VOS nominations.
In addition to the VOS Awards, we operate an annual sales incentive trip to recognise members of our sales teams who have performed exceptionally throughout the
financial year, along with a number of other members of our team who have supported
the sales teams along the way. Last year those recognised as top performers headed
to South Africa, and this year’s top performers will be heading to Mauritius. GBG’s ‘Exceptional Technologist Award’ encourages team members from GBG’s Technology Team to nominate a technologist they admire the most in the Group. This year we received a total of 42 nominations, four runners up were awarded with a cash prize and the winner was awarded a financial contribution towards a holiday of a lifetime.
Everyone at GBG is given the opportunity to share in the Group’s performance through its Save-As-You-Earn (SAYE) Share Option Scheme. A summary of the Scheme is set out on page 105. The Scheme offers team members the option to apply to save up to £250 (or foreign currency equivalent) per month for a period of three or five years and to purchase shares at a discounted rate (except in territories where offering shares at discount is prohibited) at the end of the Scheme. We had a fantastic response to the Scheme that was launched in 2017.
The employment policies and procedures of the Group for recruitment, training and career development promote equality of opportunity regardless of gender, sexual orientation, age, marital status, disability, race, religion or other beliefs and ethnic or national origin. The aim is to encourage a culture in which all employees have the opportunity to develop as fully as possible in accordance with their individual abilities and
the needs of the Group.
We ensure that every consideration is given to applications for employment from disabled persons. Should a member of our team become disabled every effort would be taken to offer suitable alternative employment within the Group and to assist with retraining.
In line with the Government requirement, this year we published our Gender Pay Report in March 2018. We have started our journey towards our aspirations: to reduce the gender pay gap identified and to continue to build a diverse team. We recognise that, to meet our ambitions, change of this scale requires planning and time before true impact is noted. Over the past year, we have been delighted to see a number of our vacancies filled by successful
senior women leaders both in the UK and internationally. These external appointments are in addition to a number of internal promotions for some of our women team members. As a number of the roles are located outside of the UK, they do not feature in our UK reporting; however, as a global employer we believe that this supports our ambitions to attract talent and, where relevant, this will lead to improved diversity amongst our team.
Community and charity
During the year we continued with a global approach to our charity of choice, together we decided on the global ‘umbrella’ cause of Mental Health. Throughout the year, numerous events have been arranged at all GBG locations in support of our chosen charity.
In addition to supporting our chosen charity, we also support national events like Breast Cancer Awareness Day and Mental Health Awareness Day.
Our biggest fundraising event globally is known as the GBG Challenge and this year we had four challenges that took place in Barcelona, Kuala Lumpur, Melbourne and the UK. The event
encourages all GBG team members to work together towards a common goal, whether it is being involved physically or in a very valuable supporting role. The GBG Challenge events are always very popular and a great opportunity to get outdoors and socialise outside of the office environment whilst also raising money for charity.
This year, we raised £30,000 for local Mental Health Charities. Environmental/Emissions We comply with all relevant environmental legislation, establish and review environmental objectives (based on our Environmental policy), reduce our waste production wherever feasible, reduce consumption of energy within our office environments and minimise the use of natural resources where possible. We make sure that we actively promote the recycling of ink cartridges, cardboard, paper and plastic by providing recycling points in each of our office locations. In addition, video conferencing is promoted and used frequently across the Group to reduce business travel.
Health and safety and accidents
We aim to provide and maintain safe and healthy working conditions for all our employees, and to provide such information, training and supervision as they need for this purpose. We also accept our responsibility for the health and safety of other people who may be affected by our activities.
Our Health and Safety Committee frequently share best practice initiatives and make plans for improvements where needed. All accidents and near misses, whether they result in absence from work or not, are reported with remedial action identified and implemented to prevent reoccurrences. There have been no reportable accidents within the last year, only minor incidents.
Ellis Whittam, the Health and Safety consultant provide GBG with annual audits at all of our UK offices and guide us on all Health and Safety matters.