Annual Report and Accounts 2012 - Scapa

Introduction
At the heart of how Scapa does business are our Company
Values of Excellence, Commitment, Integrity, Responsibility and
Teamwork. These values support the operational delivery of our
strategy and help us to maintain strong relationships with our
stakeholders, including customers, investors, suppliers, employees
and communities.
Business conduct
The Scapa Code of Conduct is a summary in one document of the
principles, values, standards and rules of behaviour that guide the
decisions, procedures and systems of our business. The Code sets
out the standards that everyone in Scapa is expected to meet and
provides specific guidance to leaders and all employees on how
they should behave. The Code of Conduct has been translated into
local languages and has been issued to all employees across the
Group, and covers the following areas of behaviour:
– health, safety and environment;
– fair employment practices;
– community and charity involvement;
– recording of time, costs and materials;
– bribery and inducements;
– controllership;
– use of company information technology;
– use of company physical assets;
– personal information;
– conflicts of interest;
– intellectual property;
– share transactions and inside information; and
– competition and anti-trust.
Included within the Code are details about how employees can
raise concerns about any of these topics. In addition, in September
2011 the Scapa Board formally adopted the Group Corruption and
Anti-Bribery Policy. The objective of this policy is the prevention,
identification and earliest possible detection of any potential bribery
or corruption issues for Scapa. As part of the development of this
policy, training was provided to all senior leaders on UK legislation
and the Company’s policy and approach to such matters.
Community involvement
Scapa recognises its responsibility to the communities in which
we operate. As part of this responsibility Scapa Group has agreed
a formal three-year partnership with The Christie Charity that
supports Christie Hospital to fundraise. The Christie Hospital
is one of Europe’s leading cancer centres, treating over 40,000
patients a year. Based in Manchester it serves a population
of 3.2 million across Greater Manchester and Cheshire, but as
a national specialist around 15% of patients are referred from other
parts of the country. As part of this partnership Scapa employees
have completed a number of fundraising activities including the
Healthcare team climbing Loch Lomond and a team of employees
entering the BUPA Great Manchester Run.
To further strengthen our links with the North West of England
Scapa announced in January 2012 their partnership with the
Hallé and The Bridgewater Hall. The Hallé, whose home is the
iconic Bridgewater Hall in Manchester, ranks among the UK’s
top symphonic ensembles. As a Corporate Sponsor, Scapa enjoys
access to many first rate performances from the Hallé, a benefit
that is being shared with our employees.
The Company also supports employee led community activity.
Our Windsor CT, USA facility has been supporting the American
Cancer Society’s Making Strides Against Breast Cancer for seven
years. Our Valence site in France is involved with ‘School for the
Second Chance’, an organisation that supports teenagers who
have dropped out of school. Employees at our Ashton facility
donated Christmas presents to the children’s charity Barnado’s
in 2011.
Employee engagement
The success of the execution of business strategy is dependent
upon employees being fully engaged and committed. Scapa has
worked hard to strengthen employee communications. Activities
in this area include wider use of our Company Intranet site,
a monthly newsletter translated into all key languages and local
based team briefs. 2011 also saw the launch of the CEO Awards;
this Group-wide award programme is designed to recognise,
celebrate and share excellence in three categories:
– continuous improvement;
– service excellence; and
– innovation.
The Award was well supported across the business with over
60 entrants from all parts of the Scapa family. The overall Award
winners were invited to attend the Group Leadership Conference
in May 2012 where their achievements were celebrated at an
Award dinner.
Reward and Benefits
In the area of Reward and Benefits, Scapa is striving to provide
a cost-effective and innovative approach that is valued by
employees and reflects performance. The 2012 salary review has
seen the link between pay and performance strengthened and the
Group bonus scheme has been designed to support business
cash and profit objectives. In the UK we have introduced salary
sacrifice for pensions, bicycles and the opportunity to buy holidays
is a first step towards flexible working arrangements.
Developing leadership capability
The alignment of employee objectives to performance and
business strategy has been strengthened through the formal
implementation of a Group-wide online performance management
tool for senior employees called MyPerformance. The system
for 2012 will include newly revised Scapa leadership competencies
which will be used both for the identification and development
of talent.
Scapa Group plc Annual Report and Accounts 2012 17
Overview Business Review
Governance
Financial Statements