We believe in providing our employees with opportunities to develop their talent and to contribute to the business they work in. We support them by investing in their safety, upholding their statutory rights and creating an ethical, supportive environment where colleagues are treated fairly and with respect.
Our current priorities are talent development, succession planning and employee engagement.
As a global technology group, we offer a variety of ways to help our people progress their career, in line with their capabilities and performance. We identify potential leaders and provide them with development tools and opportunities to support their career aspirations and our business needs.
We welcome diversity in our workforce, not only to adhere to our legal obligations but also because we believe that everyone needs to challenge constructively and to contribute ideas from their own perspective to support our business objective.
Our businesses have well-established forums to exchange information and best practice, as well as discussing current business issues. In European Union (EU) countries we have workplace information and consultation arrangements in place which link to the Smiths European Forum which meets annually to discuss transnational matters.
For employees to add value, we have to ensure that they are properly engaged with and committed to the business. We believe the training and development we provide represents an investment in both their future and that of the business.
We have a number of development programmes designed to evaluate and enhance core leadership competencies. These programmes are tailored to address a wide range of learning styles, incorporating workshops, experiential learning, mentoring, team working and project experience.
Smiths operates a systematic succession management process for leadership roles. Our businesses identify leadership talent and development needs using common tools and a consistent language. Development plans are monitored by senior management to optimise effective succession.
We recognise that an engaged and motivated workforce is critical to achieving our objectives. Our MyVoice survey is one valuable tool we use for measuring engagement and providing insights into our employees’ experiences and perceptions. We conducted our fourth global survey in 2016 when we achieved a participation rate of 86% across the Group, and benchmarked results against global norms for the manufacturing industry. We will use the data and insights gained from the survey to identify our global priorities for future years.
Smiths Group: a global business employing 22,000 people in more than 50 countries, we serve a diverse range of global customers.