Alumasc considers Health & Safety and wellbeing of staff as a primary and integral part of its business operations. This is reflected in how we operate our business, to ensure we actively seek to operate best practice in a highly regulated environment. Health & Safety is always the first item on our plc Board and subsidiary agendas. All significant events are discussed weekly and there is a regular review of near misses. It ensures that Health & Safety is regularly discussed and reviewed. Our target is for zero harm, and we report on lost days and the learning from any incident. Health & Safety is core to our culture, and we run Health & Safety training programmes for our staff to make sure that this is part of how we operate every day. Our training programmes have been extended as we see Health & Safety reflected in our culture. Training is provided by face-to-face courses and e-learning. During the year, eight people completed NEBOSH courses and 46 people attended IOSH courses.
Operating businesses and sites have Health & Safety Committees. We use external consultants to carry out Health & Safety audits and ensure that our processes and procedures are assured and reviewed. Any observations arising from our audits are reviewed and process changes or other matters monitored by management. In addition, we conform and have ISO certificates (ISO 9000, 9001 and 14001) in most of our divisions. In addition, Housebuilding Products have ISO 45001 and 45003 certificates.
Near-miss reporting is encouraged at all levels throughout the business. We also report hazards and lost days. Near-miss reporting has remained at a high level throughout the year. Reporting assists with continual improvements and provides management with information that can be used to improve processes and safe ways of working. The number of days lost due to accidents in the year was five (FY23: 65).
Our main Health & Safety KPI is the performance rate index (a relative measure capturing the total amount of lost time and other safety incidents, relating the result to the overall numbers of hours worked). This figure is used to measure improvement in our Health & Safety performance. The cumulative PRI score was 0.76 (FY23: 3.79), a significant improvement and ahead of the Group’s internal target in the year. The Group also recognised a one-year period when no new incidents created a lost time accident.
We continue to support employees to ensure they have the right environment, flexibility (where possible), including hybrid working, to improve their work-life balance. The app deployed to assist wellbeing, Help at Hand, provides a 24/7 GP service, counselling, nutrition and lifestyle advice. The benefits hub also provides discount vouchers for a range of goods and services; the app can be downloaded by all members of staff. A Mental Health First Aider course is offered, this provides information to help identify and know how to support people dealing with anxiety, stress and other mental health challenges.
Alumasc celebrates diversity and inclusion and promotes an equal and fair working environment. As part of this approach the Board receives reports from the divisions about their progress towards DEI each year. Our divisions conduct staff surveys and interact with staff. The Board engages with staff at site visits, and through the strategy day, and receives reports of activities and actions underway. A central Group newsletter is provided for distribution throughout the Group. An employee recognition programme is in place. Communication with employees take place through face-to-face meetings; employee forums; Social Committees, team projects; and through training schemes. DEI training is provided to staff through e-learning and by in-person training. Support is provided for neurodiverse employees. Alumasc is a menopause friendly employer, with policies and support in place. Our head count by gender is provided in the table below:
Male | Female | Total | |
| Non-executive Director | 2 | 1 | 3 |
| Executive Director | 4 | - | 4 |
| Senior managers | 33 | 12 | 45 |
| Employees | 306 | 111 | 417 |
345 | 124 | 469 |
We have taken major steps forward with gender balance at some locations. At Housebuilding Products, 59% of the staff are female and the Senior Management Team comprises 50% male and 50% female colleagues.
Alumasc is an equal opportunities employer. As a business we are committed to providing an inclusive workplace, encouraging and welcoming diversity. Alumasc has zero tolerance to harassment or discrimination in the workplace and are proud to have a friendly culture that is welcoming to all. Training and learning opportunities are provided and we encourage development for all staff.
Recruitment, training and development is offered regardless of religion, ethnicity, gender and sexual orientation. Employees with disabilities are given equality of opportunity with respect to entering and continuing employment with Alumasc. We have examples in the year where adaptations have been made to the workplace or working environment to facilitate opportunities for disabled staff. Should employees become disabled after joining the Company, every effort is made to ensure that employment continues, and appropriate training is given. A formal Equality and Diversity Policy has been approved by the Board and applies to the business.
Alumasc wants and recognises the value of having the widest range of experience, knowledge and skills. Management undertakes reviews of staff performance and recognises their achievements. Career progression is extremely important to the Company for succession planning and resilience. Promotions are usually announced at the end of the financial year.
Sustainability is core to our purpose and our business. We want to employ talented, diverse teams who can focus on growth and innovation. The Board seeks to set the culture and to align our purpose, strategy and behaviours to be Alumasc’s culture. We implement our strategy through our people and have a positive environment that promotes wellbeing and employee engagement.
The people in the business need to have a common group purpose but also operate locally, where they are empowered to act. Our people know their customers and are experts in the field and they need to respond to our customers’ needs.
Expected ethical standards and behaviours are covered by our Code of Conduct and Employee Handbook. We expect employees to have a high degree of integrity and for them to be honest and trustworthy. All new hires are provided with a copy of our Code of Conduct, and we remind staff of these requirements through training and briefings.
Alumasc regularly reviews its Anti-modern Slavery Statement and Policy, these are published in the UK on the UK Government website and on Alumasc’s website in accordance with Home Office Guidelines, along with our previous disclosures. Our statement for this year will be published in accordance with Government requirements before the deadline. Alumasc expects its suppliers and those in the supply chain to confirm that they have the same or similar policies in place for anti-modern slavery.
We have a zero-tolerance approach towards bribery and corruption. Our Anti-bribery and corruption policy is straightforward and gives clear advice on Alumasc’s compliance standards and ethical requirements. In addition, we have clear policies and standards for any gifts or hospitality. Our whistleblowing policy is clear, and we have a SpeakUp line. There is an annual report to the Audit Committee on whistleblowing and our anti-bribery programme
We aim to be close to our local communities, supporting staffnominated charities, sports and local groups. Many of our employees live close to our offices, factories and operational sites and they are motivated through support for local groups and charities. This positivity about our communities also helps to promote wellbeing and local pride. We are looking to develop this further and are currently recording our support for local groups through Social Compliance Chain.