Employees
Corporate Responsibility/Employees
Group human resources policy
Holidaybreak recognises that to achieve a sustainable business performance it must promote an environment that attracts, retains and motivates all staff. To accomplish this, we:
Group equal opportunities policy
The Group is committed to an equal opportunities policy.
We are committed to the principle of equal opportunity in employment and customer service regardless of a person’s sex, marital status, race, colour, disability, sexual orientation, age, nationality, ethnic origin, religion or belief. We will therefore apply policies, which are fair, equitable and consistent. In employment terms, our policy will ensure that all employees are accorded equal opportunity for career, training, promotion and access to benefits.
Health and safety policy
Holidaybreak has a health and safety policy which is communicated to all staff through a health and safety manual and displayed on notice boards at each office. Each division has an appointed health and safety officer, who regularly reviews the health and safety policy to ensure it meets best practice guidelines.
Open door policy
We have an open door policy available to all employees that encourages staff to raise genuine concerns about malpractice.
At least annually a summary of all matters raised through this policy is submitted to the Audit Committee of the Board in order that an assessment is made of the effectiveness of the policy and any emerging patterns. This year we provided a new channel of communication for employees to raise genuine concerns.
Anti-corruption policy
This year, we formulated an anti-corruption policy to reduce the risk of the Group offering, soliciting or extorting bribes and therefore to reduce the risk of it being subject to legal or regulatory sanctions and reputational damage.
Employee related risk
Failure to attract, retain and motivate key employees: Our people are our most important assets. If we fail to attract, retain and motivate key employees we may be put at a competitive risk.
The failure to attract, retain and motivate key employees is considered a principal risk to the Group and is covered on page 13 on the Business and Financial Review in the 2009 Annual Report.
Opportunities to enhance value
Investing in people: We believe our training programmes and incentive arrangements provide the necessary tools to retain and motivate key staff. A senior executive development programme was launched this year to enhance the calibre of senior management.
Holidaybreak recognises that to achieve a sustainable business performance it must promote an environment that attracts, retains and motivates all staff. To accomplish this, we:
- promote a culture of mutual respect and inclusion;
- ensure that all employees are accorded equal opportunity for recruitment, career development, training, and, as appropriate, access to benefits;
- commit to developing employees through ongoing training and development activities;
- monitor our remuneration policies to ensure a balance between the needs of our employees and the business in order to attract and retain the best people;
- engage staff in the business through effective communication and open and honest consultation; and
- ensure, as far as is reasonably practicable, the health, safety and welfare at work for all employees.
Group equal opportunities policy
The Group is committed to an equal opportunities policy.
We are committed to the principle of equal opportunity in employment and customer service regardless of a person’s sex, marital status, race, colour, disability, sexual orientation, age, nationality, ethnic origin, religion or belief. We will therefore apply policies, which are fair, equitable and consistent. In employment terms, our policy will ensure that all employees are accorded equal opportunity for career, training, promotion and access to benefits.
Health and safety policy
Holidaybreak has a health and safety policy which is communicated to all staff through a health and safety manual and displayed on notice boards at each office. Each division has an appointed health and safety officer, who regularly reviews the health and safety policy to ensure it meets best practice guidelines.
Open door policy
We have an open door policy available to all employees that encourages staff to raise genuine concerns about malpractice.
At least annually a summary of all matters raised through this policy is submitted to the Audit Committee of the Board in order that an assessment is made of the effectiveness of the policy and any emerging patterns. This year we provided a new channel of communication for employees to raise genuine concerns.
Anti-corruption policy
This year, we formulated an anti-corruption policy to reduce the risk of the Group offering, soliciting or extorting bribes and therefore to reduce the risk of it being subject to legal or regulatory sanctions and reputational damage.
Employee related risk
Failure to attract, retain and motivate key employees: Our people are our most important assets. If we fail to attract, retain and motivate key employees we may be put at a competitive risk.
The failure to attract, retain and motivate key employees is considered a principal risk to the Group and is covered on page 13 on the Business and Financial Review in the 2009 Annual Report.
Opportunities to enhance value
Investing in people: We believe our training programmes and incentive arrangements provide the necessary tools to retain and motivate key staff. A senior executive development programme was launched this year to enhance the calibre of senior management.
