GOVERNANCE REPORT
99
Employee engagement and communication We want to ensure that Just is a great place to work and communicating and engaging with our employees is critical to our success. We have a well-defined communication and engagement programme in place so that all employees understand our organisation’s goals and how we need to work together to achieve them. This includes regular emails to all employees, news items on our intranet, videos, face-to-face briefing sessions, breakfast gatherings, events and lunch and learns. We consistently monitor the engagement of our employees and their views on things that are important to them, including their wellbeing, opportunities for personal growth and if they feel recognised for the good work that they do. This is achieved through formal methods, such as surveying and feedback kiosks, as well as informal approaches which include gathering feedback via word of mouth. In our efforts to continually improve employee engagement and in line with the people strategy of being “well-led”, in 2019 we have introduced “Conversations with the Board,” quarterly business updates from the CEO and “coffee meetings” with the Group executives, which take place across all of our offices. The CEO business updates allow all employees the opportunity to learn about economic and financial factors affecting the Company’s performance, how the Company is performing including successes and challenges. Employees also have the opportunity to ask questions directly to the CEO and other senior executives through these sessions and the executive sessions. All of these insights allow us to put in place specific and tangible actions to ensure that our employees find Just a fulfilling place to work and are proud to be part of our organisation. This enables the CEO to communicate the strategy of the business, how employees contribute to that strategy and the successes and challenges in implementing the strategy. The Company uses employee share schemes and performance related bonus schemes to encourage employee involvement in the Company’s performance. Further information regarding employee engagement and how the Directors have engaged with employees including the impact on decision making is included in the Strategic Report. Employee diversity
the Just Retirement Group plc Sharesave Scheme (“SAYE”), and the Just Retirement Group plc Share Incentive Plan. Details of these plans are set out on pages 128 to 131. Exercises of share options under these plans are satisfied by using new issue shares or market purchased shares held in the employee benefit trust (“EBT”). The trustee does not register votes in respect of these shares and has waived the right to receive any dividends. Shares relating to options granted under the LTIP and SAYE are intended to be satisfied by new issue shares. During the 12 months to 31 December 2019, nil ordinary shares of 10 pence each were issued in satisfaction of the exercise of share options under the terms of these employee share plans (2018: 2,760,542). Substantial shareholdings/interests in the company’s shares The Company had been notified in accordance with DTR 5 of the Disclosure and Transparency Rules of the following interests of 3% or more of its issued ordinary shares. The information below was correct at the date of notification.
Ordinary shareholdings at 10 March 2020 1
Ordinary shareholdings at 31 December 2019
% of capital
% of capital
Shareholder
Standard Life Aberdeen plc
166,019,292 16.04 164,321,618 15.88
Kames Capital plc 65,687,976 6.99 65,687,976 6.99 Baillie Gifford & Co 58,515,211 6.22 58,515,211 6.22 Ameriprise Financial Institutions Group 48,341,471 5.14 48,341,471 5.14 AXA Investment Managers 53,130,601 5.13 53,130,601 5.13 Norges Bank 41,572,361 4.02 41,299,450 3.99
1 Being the last practical date prior to publication of the Annual Report.
EMPLOYEES Equal opportunities employment
Just Group plc is an equal opportunities employer and has policies in place to ensure decisions on recruitment, development, training and promotion and other employment-related issues are made solely on the grounds of individual ability, achievement, expertise and conduct. These principles are operated on a non-discriminatory basis, without regard to race, colour, nationality, culture, ethnic origin, religion, belief, gender, sexual orientation, age, disability or any other reason not related to job performance or prohibited by applicable law. If there were to be an instance of an employee becoming disabled during their employment with the Group, support for continued employment would be provided and workplace adjustments made as appropriate in respect of their duties and working environment.
Female %
Male %
Female
Male
Total
Group Executive Committee members Senior management 1 (Global Grade 14-16) All other employees
1
6
7 14.3 85.7
24
90 114 21.1 78.9
444 454 898 49.4 50.6 469 550 1019 46.0 54.0
Grand total
1 Of these 114 senior managers, 40 directly report to members of the Group Executive Committee, and of these, seven are women
Further information on employee communications, development and diversity is given on page 40.
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