RBS 2007 Annual Report Download - page 97

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RBS Group • Annual Report and Accounts 2007
Governance
Within this package, RBSelect, the Group’s benefits choice
programme, aims to provide employees with a wide range of
benefits to choose from that suits their needs and lifestyle. Its
aim is to make sure there are choices to suit everyone right
across the Group, and during 2007 this approach was
extended to a number of non-UK employees.
Employees also participate in bonus incentive plans specific to
their business and share in the Group’s ongoing success
through the Profit Share, Buy As You Earn and Sharesave
schemes, which align their interests with those of
shareholders.
Employee learning and development
The Group maintains a strong commitment to creating and
providing learning opportunities for all its employees through a
variety of personal development and training programmes and
learning networks. The Group’s employees are encouraged to
volunteer to work with its community partners. The Group
continues to invest in leadership and management
development which is consistent with its objective of being the
employer of choice: attracting, rewarding and retaining the
very best talent.
Many of the Group’s development programmes are delivered
at the RBS Business School based on the Gogarburn Campus.
Employee communication
Employee engagement is encouraged through a range of
communication channels, at both a divisional and Group level.
These channels provide access to news and information in a
number of ways, including the intranet, magazines, team
meetings led by line managers, briefings held by senior
managers and regular dialogue with employees and employee
representatives.
The Group Chief Executive and other senior Group executives
regularly communicate with employees through ‘Question Time’
style programmes, broadcast on the Group’s internal television
network.
Employee consultation
Each year, all employees are invited to complete the global
Employee Opinion Survey. The survey is confidential and
independently managed by Towers-Perrin Independent Survey
Research (TP-ISR). The survey provides a channel for
employees to express their views and opinions about the
Group on a range of key issues.
In 2007, the response rate was 90%. This is the highest it has
ever been, and 20% higher than the financial services norm.
This represents over 129,000 employees participating in the
survey across 36 countries and in nine languages. Online
coverage of the survey increased to 95% globally.
The Group outperformed the ‘global financial services norm’ in
every one of the 15 categories for the third year in succession.
The survey results are presented to the Board and at divisional
and team levels. Action plans are developed to address any
issues identified.
The Group recognises employer representative organisations
such as trade unions and work councils in a number of
businesses and countries. The Group has a European
Employee Communication Council that provides elected
representatives with an opportunity to better understand the
impact on its European operations.
Diversity
The Group’s Managing Diversity policy sets a framework for
broadening the Group’s talent base, achieving the highest
levels of performance and enabling all employees to reach
their full potential irrespective of age, disability, gender, marital
status, political opinion, race, religious belief or sexual
orientation.
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 employees and
customers continues 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. Health and
safety standards within high risk areas and activities have been
reviewed and action taken to further improve performance.
During 2007, the development of global health, safety and
wellbeing arrangements has been a key priority, to ensure
equitable standards of health and safety for all Group
employees. The Employee Assistance Programme, which
provides advice on a range of personal and work related
matters, has been further enhanced and the coverage
extended during the year.
Pre-employment screening
The Group has a comprehensive pre-employment screening
policy to guard against possible infiltration and employee-
related fraud. In addition to existing workplace security
measures, all people engaged in the Group are screened prior
to commencing employment.
Code of ethics
The Group has a code of ethics applicable to all employees
in every country of its operations and is available in eleven
languages.