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BAKKAVOR ANNUAL REPORT AND ACCOUNTS 2012 our responsibilities 3. running our business sustainably IN THIS SECTION WE OUTLINE SOME OF THE KEY CSR INITIATIVES IMPLEMENTED ACROSS OUR BUSINESSES IN 2012 AS WELL AS IDENTIFIED ACTIONS FOR 2013. By concentrating on these areas we aim to run our business in a sustainable way and uphold our commitment to continuous improvement.
BAKKAVOR ANNUAL REPORT AND ACCOUNTS 2012 our responsibilities 3. running our business sustainably 10 FOLLOWING OUR LAST EMPLOYEE SURVEY IN 2010, EMPLOYEE COMMUNICATION WAS IDENTIFIED AS A KEY IMPROVEMENT AREA. Sbakkavor apprenticeships taken up in 2012 As a direct result of this, in 2012 we established a Group Communications Policy which sets out standards for Group and site communication. our 2013 target is 30 GROUP APPRENTICESHIPS 2012 action In May 2012 we launched the Bakkavor Apprenticeship Scheme (BAS) offering Advanced Apprenticeships in Food Development, Manufacturing, Food Technology and Administration across various locations in the UK and working with the University of Lincoln as our learning provider. Successful applicants are paid more than the recommended weekly wage during their two-year apprenticeship and work towards an IPQ Level 3 Diploma in Food Industry Skills. In September 2012 we took on our first 10 apprentices. 2013 focus Attracting good people into the business remains a priority. We aim to offer 30 BAS places in 2013 and have allocated dedicated resource inhouse to co-ordinate applicants and programmes. DIVERSITY 2012 action Our ‘Better Together’ self-audit tool was designed in 2011 and launched at the beginning of 2012. During the year 16 sites completed the selfaudit and put in place action plans to improve workforce cohesion. 2013 focus Following the first self-audits we have started to implement three action plans to ensure that our approach to diversity remains high on the agenda. • Diversity maps: our aim is to develop a diversity map for each business to assess and understand better our diversity profiles. • Diversity training: our aim initially is to train all managers in Dignity at Work (our internal diversity programme) and to ensure this training is refreshed every two years. • Embedding our values: this initiative, already underway, has been identified as a key activity to support a more cohesive workforce. EMPLOYEE COMMUNICATION 2012 action At our 2012 GEF we relaunched our values using a new ‘winning team’ theme to bring them to life and to embed them across the Group. The new look values have now been rolled out across the Group (see page 21). Following our last Employee Survey in 2010, employee communication was identified as a key improvement area. As a direct result of this, in 2012 we established a Group Communications Policy which sets out standards for Group and site communication. As part of this policy we now publish a quarterly Group newsletter which updates all employees on activities across the Group and our General Managers brief their sites every quarter on the Group’s performance. Another initiative which came about as a direct result of the 2010 employee survey was a need to improve the effectiveness of the SEF. Our first action was to benchmark our SEF against other companies. Although we were pleased to note that our SEF ranked highly against those of our peer group, we identified a need to improve the understanding of the role of the SEF amongst our middle managers and those responsible for chairing each local SEF. 2013 focus We have developed customised training programmes for middle managers and SEF Chair people to improve the effectiveness of the SEF and we aim to measure their impact in the next employee survey due in 2013. INDUSTRY ENGAGEMENT 2012 action In September 2012 we took part in a nationwide UK industry initiative to help tackle the issue of long-term youth unemployment through Skills for Work workshops. A number of our sites held half-day training sessions on CV writing and interview techniques. 2013 focus We have pledged to continue our proactive involvement in this initiative and have agreed to take part in the 2013 Skills for Work week. PAGE 42 VIEW THE FULL REPORT AT ANNUALREPORT12.BAKKAVOR.COM
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