ESG Report 2022 single pages web - Flipbook - Page 37
Our highest scoring area was Trust and Respect (85%
favourable), which naturally we were pleased with,
followed by Role Factors (82%), and ESG Factors (82%)
which included questions about ethical business decisions
and conduct. Diversity was also a strong area at 75%
favourable, as it was last year. The key strengths that
emerged from the survey were:
Our colleagues also fed back that they would like to
see clear action following their survey feedback. In
FY23 we have planned to develop a refined Group-wide
engagement plan that takes the feedback from the survey,
examines it in the context of our strategic priorities, and
then sets out a series of actions that amplify our current
strengths and address our most relevant lower scoring
areas.
•
Positive relationships with line managers – high levels of
trust, people feel supported and cared for
•
•
Collaboration in immediate teams is strong
FY23 goals:
People feel connected to their job roles – they have clear
expectations and are able to use their skills and abilities
•
•
•
There is a diverse culture, where people feel respected
Safe and productive work environments – people
feel safe working in RWS offices, and able to work
productively through agile and remote practices
The survey also allowed us to test the early effectiveness
of our strategy, purpose and values communication
programme as we asked specific questions relating to it.
We were pleased with our score of 72% given it is still early
days in the One RWS journey.
One of our lower scoring areas was Performance &
Reward (59%) and, as mentioned later in this report, we
will be putting in place a new Group-wide HR system and
will be looking to develop our job levelling framework
that underpins our reward processes and drive a more
consistent performance and development process which
will help address this dimension.
Whilst there is still work to be done, these encouraging
engagement survey scores reflect amongst other things,
the wide range of programmes that we have established
to support well-being amongst our colleagues.
Develop our first Group-wide action plan in
response to engagement survey feedback
DIVERSITY, EQUITY AND INCLUSION
Being part of a vibrant, globally diverse community, we
know that tremendous value is gained from people’s
differences. An inclusive and inviting culture that
recognises and celebrates diversity enables people to
reach their maximum potential and be their best, which is
fundamental to us, and critical to our success.
Research has shown that when colleagues experience
a diverse, welcoming company it is a key driver of
organisational outperformance. When companies invite
every colleague into the innovation process, they generate
more high-quality ideas, implement better and faster, beat
sales targets and outperform their competition.
Given the unquestionable impact diversity, equity and
inclusion has on people, the business and society at
large, we have placed significant focus on these areas
which is based on the Group's Diversity, Equity and
Inclusion Policy. Apart from the proven commercial
benefits, we believe it is simply the right thing to do.
We intersperse larger initiatives with a mosaic of other
smaller activities aimed at celebrating a myriad of different
human characteristics (not just obviously protected
characteristics) because we are keen to build a culture
where all differences are well understood, accepted and
celebrated.
Two years ago we established dedicated Group-wide
inclusion pillars and we have built on the successes of
these groups in FY22. Each pillar emerged naturally
as areas of broad-based interest. Each has their own
Employee Resource Group (ERG) to provide feedback
into the Group diversity, equity and inclusion plans, and
support initiatives that are bespoke to their pillar. Each
ERG has an Executive Team member as a sponsor and
an HR leader, and a dedicated learning and development
team member supporting it to ensure appropriate
organisational prioritisation and influence.
SOCIAL RWS — ESG Report 2022
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