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Statutory informationcontinuedDirectors and their interestsThe beneficial interests of the directors (none of the directorshad any non-beneficial interests during the year) in the sharecapital of the Company (in terms of shares and conditionalshare awards) at 1 July 2010 and 30 June 2011 were:At 30 June 2010ConditionalshareDirectorShares awards (1)Iain Napier 44,807 –Chris Bull 250,000 –Richard Armitage 20,000 61,922Christine Bogdanowicz-Bindert 20,000 –Bob Lee 5,000 –Colin Smith 100,000 –At 30 June 2011ConditionalShareDirectorShares awards (1)Iain Napier (2) 54,807 –Chris Bull 250,000 174,387Richard Armitage 20,000 168,189Christine Bogdanowicz-Bindert 20,000 –Jeff Carr – –Bob Lee 5,000 –Colin Smith 100,000 –Sandra Turner – –(1)The conditional share awards are awards made under the McBride Long-TermIncentive Plan.(2)During the year Iain Napier acquired 10,000 ordinary shares in the Company.There have been no changes in the directors’ interests in theshares of the Company from those detailed above between30 June 2011 and 5 September 2011. None of the directorshad any interest in the shares of any subsidiary company.Further details of options and conditional share awardsheld by the directors are set out in the Remuneration Reporton pages 70 to 76.Election and re-election of directorsDetails of all directors offering themselves for election orre-election can be found in the Corporate Governance Reporton page 60.Related party transactionsExcept for directors’ service contracts, the Company did nothave any material transactions or transactions of an unusualnature with, and did not make loans to, related parties in theperiods in which any director is or was materially interested.Indemnification of directorsIn accordance with the Articles, the Company has the power(at its discretion) to grant an indemnity to the directorsin respect of liabilities incurred as a result of their office.In respect of those liabilities for which directors may not beindemnified, the Company maintained a directors’ and officers’liability insurance policy throughout the period. Although theirdefence costs may be met, neither the Company’s indemnitynor the insurance policy provides cover in the event that thedirector is proved to have acted fraudulently or dishonestly.Following changes to company law, the Company is alsopermitted to advance costs to directors for their defencein investigations or legal actions.There have been no qualifying indemnity provisions orqualifying pension scheme indemnity provisions in forceeither during the year or by the time of approval of thisDirectors’ Report.Employment policies/employeesInvolvement of employeesOur continued success depends on having a skilled andmotivated workforce. We endeavour to create a culturewhereby employees are recognised as a valuable asset.The Company is continuing to implement initiatives toengage employees with the business and to ensure theyfeel valued in an environment where they can makea positive contribution. There is a focus on helping employeesto give of their best at work and to achieve their full careerpotential through the provision of training and developmentopportunities and to enhance individual performance we havea coaching programme as an element of our training resource.Our appraisal system is extended to all employees and helpsto ensure that individuals’ performance is assessed objectivelyand their training and development is defined systematicallyand in relation to business needs. There is a structured talentreview process across the Group which seeks to identifythose of potential on a fully inclusive basis. The outcomes arere-assessed every year and the process is used to obtain peergroup feedback and draw up tailored personal developmentplans. We continue to run our own innovative ManagementDevelopment Programme supported by specific modulartraining which is available to all relevant employees. Thecontent of the programme itself is regularly reviewed toensure it keeps pace with changing business needs.Employment policies/employees continuedInvolvement of employees continuedIn the UK we operate a First-Line Management programmewhich extends over seven modules. A new programme wasintroduced during the year, Shaping Our Coaching Culture,which supports the existing programme to develop a coachingculture within the business. All sites have their own trainingprofessionals. We acknowledge that team working isinvaluable in helping to deliver our goals and this is activelyencouraged through cross-fertilisation of ideas both acrossfunctions and across territories so that best practice is sharedat every opportunity. We have wide-ranging employee policiesin place to help provide guidance and to set the standardsexpected of our employees in all their business dealings. Thesepolicies are made available to employees on a regular basis.We are committed to employee consultation by way of regularbriefings, partnership councils, listening groups, informationbulletins and newsletters. Many departments also hold annual‘away days’ which provide the opportunity for a cross-sectionof colleagues to contribute to the development and realisationof business plans for their departments, and we have bi-annualconferences for managers. Members of the seniormanagement teams regularly visit the sites. They also attendour management development programmes for Q&A sessions.These exercises provide the opportunity for open questioningfrom employees and encourage two-way dialogue. Most sitesare actively engaged in involvement initiatives to allow allemployees to understand and relate to our business goalsand many sites hold open days to allow employees’ familiesto see the environment in which their family members work.Reward and recognitionEligible employees participate in performance-related bonusschemes and some senior management participate ina Long-Term Incentive Plan (LTIP). Local incentive schemesrelating to site performance are available to most site basedemployees and in 2009 the Company offered a three-yearSave As You Earn Scheme to eligible employees based in the UK.We respect the right of employees to join trade unions andappropriate representative bodies where they choose todo so. We have in place formal arrangements with recognisednational unions where this is deemed appropriate andPartnerships or Works Councils (joint management/employee consultation groups) operate at all UK and WesternContinental Europe facilities. Where these arrangementsinclude nomination of employee representatives, they are notdiscriminated against and they are allowed reasonable timeand facilities to carry out their representative duties.Employment of disabled personsWe aim to provide a working environment and to offer termsand conditions of service which allow disabled people withthe necessary skills and qualifications to obtain employmentwith the Group. If employees become disabled during thecourse of their employment, they will continue to be employed,wherever practicable in the same job, or, if this is notpracticable, every effort is made to find and provideappropriate retraining and redeployment. Disabled peopleare afforded equal opportunities in recruitment andpromotion and full and fair consideration is given to providingopportunities for training and development of people withdisabilities according to their skills and capabilities.Equal opportunitiesIt is our policy to ensure equal opportunity in recruitment,selection, promotion, employee development, training andreward policies and we have an Equal Opportunities andDiversity policy in place which is monitored through theHR function. It is a key objective to ensure that successfulcandidates for appointment and promotion are selectedtaking account of individual ability, skills and competencieswithout regard to age, gender, race, religion, disability orsexual orientation. We place great emphasis on establishingand maintaining a safe working environment for ouremployees. If an employee is injured during the course ofhis employment, the incident is thoroughly investigated and,where appropriate, rehabilitation support is provided to helpthe employee to return to work as soon as possible. Wherevera restructuring programme is undertaken, great care is takento ensure that all relevant communications, consultations andsupport and guidance are provided and every effort is madeto ensure that compulsory redundancies are minimised.Charitable and political donationsThe Group made monetary donations to charities of £11,000(2010: £1,500) during the year, mainly to small local communitycharities in the UK, Poland and Czech Republic, and to theRed Cross. We also made donations to In Kind Direct of laundryand cleaning products with a value of approximately £35,000.It is the Group’s policy not to make political donations and,accordingly, there were no payments to political organisationsduring the year (2010: £nil).EnvironmentThe Group recognises the importance of responsibleenvironmental management and its obligations to protectthe environment. The Group therefore gives high priorityto all environmental matters relevant to its business.Further information appears in the Corporate SocialResponsibility Report on pages 46 to 51 and in the separateSustainability Report available from the Group’s websiteat www.mcbride.co.uk.Overview Business review Governance Financials Shareholder information78 McBride plc Annual Report and Accounts 2011 McBride plc Annual Report and Accounts 2011 79