RBS 2010 Annual Report Download - page 233

Business divestments
Significant progress has been made on the Group’s European
Commission-mandated disposal programme, with three of the four
disposals largely agreed. In August 2010, agreement was reached on the
sale of the Group’s RBS branches in England and Wales and NatWest
branches in Scotland to Santander UK plc. The sale remains subject to
regulatory and other approvals.
The sale of 80.01% of the Global Merchant Services (“GMS”) business to
aconsortium of Advent International and Bain Capital completed in
November 2010. The Group holds a 19.99% minority stake in the new
GMS business, to be known as WorldPay.
The sale of RBS Sempra Commodities’ Metals, Oil and European Energy
business lines to J.P.Morgan completed in July 2010. The sale of Sempra
Energy Solutions to Noble Americas Gas & Power Corp completed in
November 2010, while the sale of Sempra North American Power and
Gas to J.P.Morgan completed in December 2010.
Employees
As at 31 December 2010, the Group employed over 148,500 employees
(full-time equivalent basis) throughout the world. Details of employee
related costs are included in Note 3 on the accounts.
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, training programmes, learning networks and targeted
leadership programmes. Employees are also encouraged to do voluntary
work with community partners.
Employee communication
Employee engagement is encouraged through a range of communication
channels, at both divisional and Group level. These channels provide
access to news and information in a number of ways, including the
intranet, magazines, video, 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, and encourage feedback from, employees across a
range of channels.
Employee consultation
Each year, all employees are invited to complete the global employee
opinion survey. The survey is confidential and independently managed by
Towers Watson. The survey provides a channel for employees to express
their views and opinions about the Group on a range of key issues.
The 2010 survey took place in September 2010 and the final response
rate was 81%. This represents over 119,000 employees participating in
the survey, from more than 50 countries.
The Group recognises employee representative organisations such as
trade unions and work councils in a number of businesses and countries.
The Group has two European employee fora that provide elected
representatives with an opportunity to understand better its European
operations. Engagement with its employees and such bodies remains
important to the Group.
Diversity and inclusion
The Group recognises that the diversity of its workforce is a significant
and necessary asset to the business. During 2010, the Group executive
renewed its commitment to ensuring a working environment that is
inclusive to all and one that will enable all employees to develop to their
full potential.
The Group has a range of policies and processes that extend through the
employee life-cycle including recruitment, flexible working and support for
ill-health and disability-related absence. Diversity performance is
monitored and reviewed at Group and divisional executive level. This
commitment extends beyond the Group including support of external
charitable networks and fora and as part of the community engagement
and supplier relationships. Internally, the Group supports initiatives such
as the Women in Business network.
Safety, health and wellbeing
Ensuring the safety, health and wellbeing of employees and customers is
core to the Group’s business, and a fundamental social responsibility for
the Group.
During 2010, the Group continued to focus on compliance, governance
and managing risk across all jurisdictions. Enhanced services and
supporting communication were implemented to support the health and
wellbeing of employees, particularly given the impact of the economic
environment.
Pre-employment screening
The Group has a comprehensive pre-employment screening process to
guard against possible infiltration and employee-related fraud for all direct
and non-direct staff engaged on Group business.
Code of conduct
The code of conduct applies to all employees globally and to all those
engaged by the Group, but who are not employees, such as contractors
and those engaged through external agencies.
The code of conduct exists to promote honest and ethical conduct,
including the handling of actual or apparent conflicts of interest between
personal and professional relationships. The Group recognises that
personal conduct, business integrity and the Group’s security are crucial,
and the code of conduct serves to inform employees of the Group’s
expectations of their behaviour and practices.
231RBS Group 2010
Governance