RBS 2005 Annual Report Download - page 115

section
02
Governance
113
Report of the directors
Annual Report and Accounts 2005
Employee consultation
The Group’s confidential global Employee Opinion Survey is
externally designed, undertaken and analysed annually on
behalf of the Group by International Survey Research (“ISR”).
The survey enables employees to maximise their contribution
to the Group by expressing their views and opinions on a
range of key issues.
The results from the 2005 survey, which 86% of Group employees
completed, demonstrated significant improvements for the fifth
successive year. This year, for the very first time, the Group
scored above the ISR Global Financial Services Norm in every
single category.
The survey results are presented at Board, divisional and team
levels. Action plans are developed to address any issues
identified. With continuing year-on-year improvement, strong
divisional results and improvements in all leading indicators, it
is believed that results are sustainable, particularly given the
Group’s focus on continuous improvement.
In addition to direct communication and consultation with
employees, the Group recognises the trade union Amicus
in the UK, and the Irish Bank Officials Association and the
Services, Industrial, Professional and Technical Union in
Ireland. These formal relationships are complemented by works
council arrangements in many of the Group’s mainland
Europe-based operations.
The Group has an European Employee Communication Council
that provides elected employee representatives with an
opportunity to better understand market conditions and strategic
decisions with transnational impact on our European operations.
Diversity
The Group’s “Managing Diversity” policy sets a framework and
a minimum standard within which all employees can develop
to their full potential irrespective of race, gender, marital status,
age, disability, religious belief, political opinion or sexual
orientation. Each division has developed and delivered an
action plan incorporating both Group and division-specific
priorities to promote diversity across all areas of the employee
lifecycle.
The success of this approach culminated in the Group
receiving a Gold Standard Award in the Race for Opportunity
Benchmarking Survey, having previously attained a Bronze in
2004. The Group maintains its involvement in and support of
the UK Employers’ Forum on Age, Employers’ Forum on
Disability, Employers’ Forum on Belief, Stonewall and of the
Government’s Age Positive campaign.
The Group is also committed to ensuring that all prospective
applicants for employment are treated fairly and equitably
throughout the recruitment process. Its comprehensive
resourcing standards cover the attraction and retention of
individuals with disabilities. Reasonable adjustments are
provided to support applicants in the recruitment process
where these are required. The Group provides reasonable
workplace adjustments for new entrants into the Group and for
existing employees who become disabled during their
employment.
Health, safety, wellbeing and security
The health, safety, wellbeing and security of RBS staff and
customers continue to be a priority for the Group. Regular
reviews are undertaken of both policies and processes to
ensure compliance with current legislation and best practice.
The Group focus is on ensuring that these policies are closely
linked to the operational needs of the business.
Corporate responsibility
Business excellence requires that the Group meets changing
customer, shareholder, investor, employee and supplier
expectations. The Group believes that meeting high standards
of environmental, social and ethical responsibility is key to the
way it does business.
The Board regularly considers corporate responsibility issues
and receives a formal report twice each year. Further details of
the Group’s corporate responsibility policies will be contained
in the 2005 Corporate Responsibility Report.
Code of ethics
The Group has adopted a code of ethics that is applicable to all
of the Group’s employees and a copy is available upon request.
Charitable contributions
In 2005 the contribution to the Group’s Community Investment
programmes increased to £56.2 million (2004 – £45.8 million).
The total amount given for charitable purposes by the company
and its subsidiary undertakings during the year ended
31 December 2005 was £24.3 million (2004 – £20.1 million).
Corporate governance
The company is committed to high standards of Corporate
governance. Details are given on pages 115 to 120.
Political donations
No political donations were made during the year.
At the Annual General Meeting in 2002, shareholders gave
authority for the company and certain of its subsidiaries to
make political donations and incur political expenditure up to
a maximum aggregate sum of £675,000 as a precautionary
measure in light of the wide definitions in The Political Parties,
Elections and Referendums Act 2000, for a period of four
years. These authorities have not been used and it is not
proposed that the Group’s longstanding policy of not making
contributions to any political party be changed. A resolution to
renew a general Group authority will be proposed at the
Annual General Meeting on 28 April 2006.