We protect and enhance lives by supplying products that enable people to travel safely, and by providing good jobs with the potential for career development in a safe environment.
We support the communities in which we operate. We are committed to investing in and promoting our people, attracting, and retaining a diverse workforce, while fostering social mobility, and ensuring that our supply chain partners treat their employees correctly.
UN SDGs
Health and Safety
Why does it matter?
Keeping our employees, customers, and suppliers safe is our number one priority. Ensuring that our employees work in a safe environment and can return home to their loved ones at the end of their working day is of paramount importance.
How will we measure progress?
We use LTIR as the key indicator to track and monitor our progress in health and safety. Our LTIR for 2023 was 0.43, well ahead of our 2025 target and a testimony to the work put into improving health and safety across our operating companies.
| Targets & Actuals | 2023 Actual | 2022 Actual | 2025 Target | 2030 Target |
| Lost Time Incident Rate | 0.43 | 1.1 | 0.75 | 0.25 |
Talent Development and Engagement
Why does it matter?
Talented people are fundamental to the success of our autonomous business model and help deliver our purpose and growth ambitions. We need a highly engaged and capable workforce within our operating companies, and this can only be done by attracting, developing, supporting, and retaining the right people. Positive employee engagement and offering great careers for people increase our productivity, enhance our reputation, and deliver our growth plans.
How will we measure progress?
We will continue to measure progress through our engagement survey against our targets. We will continue to listen and act on feedback that we receive from our employees during the year.
| Measure | 2023 Actual | 2022 Actual | 2025 Target | 2030 Target |
| Engagement Score | 56% | 61% | 66% | 75% |
| Movement in pts | -5pts | +6pts |
Diversity and Inclusion
Why does it matter?
We aim to employ the best people for the job and help them thrive. We know that we can only do this by considering talented people from the whole community, making our business attractive for them to join and by providing an environment where they can be themselves and give their best. If we can provide attractive opportunities for our people, and ensure we have a workforce that is truly diverse, our business will perform to its absolute potential and achieve our ambitious economic growth plans, as well as deliver individual success. Everyone is actively encouraged to communicate and share information with colleagues. It is important to us that we create an inclusive culture, where all voices and perspectives have an opportunity to be heard.
How will we measure progress?
We will continue to measure gender and ethnic diversity at a senior level and review the engagement survey scores for diversity and inclusion to track progress.
| Gender Diversity | 2023 Actual | 2022 Actual | Target: 2025 | Target: 2030 |
| PLC Board | 29%1 | 38% | 40%-60% | 40%-60% |
| Executive Board | 40% | 33% | 40%-60% | 40%-60% |
| Senior Leaders | 19% | 20% | 20%-30% | 40%-60% |
| Ethnic Diversity | 2023 Actual | 2022 Actual | Target: 2025 | Target: 2030 |
| PLC Board | 14% | 13% | 10%-15% | 10%-15% |
| Executive Board | 20% | 17% | 10%-15% | 20%-25% |
| Senior Leaders | 10% | 16% | 10%-15% | 10%-15% |