ESG Report 2022 single pages web - Flipbook - Page 43
With the majority of our colleagues now working on a
remote or hybrid basis, we provide ongoing training and
guidance on home workspace ergonomics including
correct display screen equipment set up, lighting and
posture. We know these efforts will deliver ongoing value
as we move more permanently to hybrid working in most
locations.
Mental health and well-being
We continued to develop a comprehensive programme
of communication and activities to support mental health
and well-being across our entire employee base during
FY22. This includes a wide range of resources on stress
management, meditation and virtual yoga, as well as
ongoing guidance to managers on how to spot the signs
of mental ill-health within their teams, and resources for
them to support any colleagues finding themselves in
need.
In FY21 we launched our well-being portal which brought
these resources together in one place. At the beginning
of FY22 we executed our plan to provide external expert
support by introducing Employee Assistance Programme
support to colleagues in all countries.
FY23 goals:
•
Implement the Health and Safety Management
System across all RWS locations
HUMAN AND LABOUR RIGHTS
COMPLIANCE
This year we launched our full new Group-wide Code of
Conduct. Amongst other important points, the Code of
Conduct details the standard of ethical behaviour that all
RWS colleagues, partners and suppliers must adhere to
and ensures compliance with human rights, child labour
and anti-slavery measures.
We also intend to bring in new measurement and reporting
frameworks to further validate our belief there are no
breaches of human or labour rights within the Group, and
we are currently evaluating systems which would allow us
to check the same through our supply chains.
OUR PEOPLE ROADMAP
We have achieved a great deal in relation to our people
agenda.
The RWS landscape is complex, in terms of location,
legislation and diverse HR practices and a very important
anchor for many of our new processes is our new
HR Information System (HRIS) – in 2023 we will be
implementing a new Group-wide global HRIS capability
making this programme a key enabler to deliver a ‘One
RWS solution’.
Alongside a new system, we will enhance our HR
capabilities to include:
•
•
•
•
•
A new career framework
Better onboarding and recruitment
A unified performance management cycle
Colleague development through integrated learning
Actionable insights through enhanced reporting
In combination, all of this will help us manage people
insight more strategically, and enhance people decision
making across the business.
FY23 goals:
•
•
Implement global HRIS platform
Establish core HR function KPIs and build into a
group dashboard for monitoring and management
of HR programmes
We instigated a global training programme to ensure any
new knowledge or skills required to comply with the Code
of Conduct's requirements were put in place. Beyond this
Code of Conduct and associated policies, our intention
remains to replace any divisional policies with this single
set of Group policies, as they are published, to ensure
the highest degree of consistency across the Group. As
these policies are developed, they are made available
to all colleagues on the RWS Hub and complement our
divisional efforts by ensuring we address any new global
policy gaps as they emerge.
SOCIAL RWS — ESG Report 2022
43
