Annual report and accounts 2023 - Flipbook - Page 40
A.G. BARR p.l.c. Annual Report and Accounts 2023
Responsibility report continued
We act with integrity continued
Reward
Our approach to reward aims to link remuneration
with the delivery of our key strategic priorities and
our overarching purpose, to create value, with values
– for our shareholders, consumers, customers and for
society as a whole.
We strive to offer a fair and transparent total reward
package that drives a performance-led culture and
is linked to both the long-term sustainable success
of the business and our values.
We target our pay at the market median or above,
ensuring we can attract and retain high-calibre
employees. We operate a number of incentive and
bonus schemes, as well as performance related
pay arrangements, designed to reward and motivate
strong individual and collective performance.
We offer employees a modern and flexible range
of benefits, offering choice to our increasingly diverse
workforce. Employees receive a flexible benefit
allowance with which they can select the benefits
most suitable to them personally. Healthcare features
prominently, with a selection of health-related benefits
made available either on a core benefit basis or
within the suite of flexible benefits made available
to employees.
We comply fully with all the regulations associated
with rewarding our employees fairly and are a UK
Living Wage accredited employer.
More information on how we ensure that our approach
to remuneration supports our strategy is available in the
Directors’ Remuneration Report on pages 89 to 121.
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Risk and regulation awareness
We have a robust risk management framework in place
that is embedded across the business. In addition to the
corporate risk register, governed by the Board, business
unit and functional risk registers have been developed
across our teams, allowing a wide range of employees
at different levels to contribute to our risk assessment
and assurance processes.
Our reputation is extremely important to us and it is the
responsibility of every employee to act professionally,
fairly and with integrity. This requires an understanding
of the regulatory risks we face and how we can all play
a part in mitigating these risks.
In support of this, we require employees to complete
the following five mandatory training modules:
• Introduction to Risk
• Data Protection
• Competition, Pricing and Confidentiality
• Bribery and Corruption
• Anti-facilitation of tax evasion
For more information on our Risk Management approach
see pages 62 to 69
In focus
Increasing menopause
awareness and support
In support of our commitment to create an open
and supportive culture, 2022 saw us introduce a
new Menopause Policy. The policy aims to foster
an inclusive and respectful working environment
within which our colleagues can openly and
comfortably initiate conversations or engage in
discussions about the menopause. The Policy
also aims to raise wider awareness and
understanding among all employees and
managers while also outlining the support and
reasonable adjustments available.
The Policy is supported across a number of
areas:
• The Menopause Café – a safe space created
by our own employees with an open
invitation for both women and men
• Menopause Lunch & Learn sessions
• Conversation guidelines for employees and
managers
• Menopause training
• A menopause section on our Health &
Wellbeing intranet hub
