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 a paramount importance.
LOST TIME INJURY RATE
2022 Actual
1.10
2022 Target
1.50
2025 Target
0.75
2030 Target
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 autonomous 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 attracting, developing, supporting, and retaining the right people.
ENGAGEMENT SCORE
2022 Actual
61%
2022 Target
58%
2025 Target
66%
2030 Target
75%
Improvement in score
2022 Actual
+6pts
2022 Target
+3pts
2025 Target
+8pts
2030 Target
+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 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.
GENDER DIVERSITY
PLC BOARD
2022 Actual
38%
2022 Target
33%
2025 Target
40-60%
2030 Target
40-60%
EXECUTIVE BOARD
2022 Actual
33%
2022 Target
33%
2025 Target
40-60%
2030 Target
40-60%
SENIOR LEADERS
2022 Actual
20%
2022 Target
10%
2025 Target
20-30%
2030 Target
40-60%
ETHNIC DIVERSITY
PLC BOARD
2022 Actual
13%
2022 Target
10-15%
2025 Target
10-15%
2030 Target
10-15%
EXECUTIVE BOARD
2022 Actual
17%
2022 Target
10-15%
2025 Target
10-15%
2030 Target
20-25%
SENIOR LEADERS
2022 Actual
16%
2022 Target
5-10%
2025 Target
10-15%
2030 Target
10-15%
