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. The ongoing COVID-19 pandemic has continued to provide challenges around health and safety. During 2021, our operating companies had established plans and procedures in place and adhered to all local guidelines to ensure that our facilities are COVID secure, and our employees are safe.
LOST TIME INJURY RATE
2022
1.5
2025
0.75
2030
0.25
Talent Development and Engagement
Why does it matter?
Hill & Smith is a global organisation with a strategy focused on sustainable growth. Talented people are fundamental to the success of our decentralised business model and help deliver our purpose and growth ambitions. We need a highly engaged and capable workforce working within our operating companies and this can only be done by sourcing, developing, supporting, and retaining the right people.
ENGAGEMENT SCORE
2022
58%
2025
66%
2030
75%
IMPROVEMENT IN SCORE
2022
+3pts
2025
+8pts
2030
+9pts
Diversity and Inclusion
Why does it matter?
As an organisation, we want 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 decent work for all of 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.
GENDER DIVERSITY
PLC BOARD
2022
33%
2025
40-60%
2030
40-60%
EXECUTIVE BOARD
2022
33%
2025
40-60%
2030
40-60%
SENIOR LEADERS
2022
10%
2025
20-30%
2030
40-60%
ETHNIC DIVERSITY
PLC BOARD
2022
10-15%
2025
10-15%
2030
10-15%
EXECUTIVE BOARD
2022
10-15%
2025
10-15%
2030
10-15%
SENIOR LEADERS
2022
10%
2025
20-30%
2030
40-60%
