Employees
Diversity
The Group recognises the value in a diverse employment base. The principles are recognised through published employment policies which are designed to attract, retain and motivate quality staff. Full consideration is given to age discrimination laws and the employment of disabled people and our policies and practices encourage recruitment and promotion based on merit, irrespective of factors such as age, gender, race, religious beliefs or sexual orientation.
Attracting the right people
Both of our divisions recognise that the recruitment process is only the first stage in our relationship with our employees, and selecting the right people is essential in delivering an efficient, cost-effective product to our customers. Both divisions believe in approaching as wide a population as possible in their recruitment efforts, and so in 2009 utilised a variety of recruitment methods. Applications are considered purely on merit, and psychometric assessments are also used in Menzies Aviation to assist in selection for management roles.
In 2010, both divisions intend to develop further their recruitment processes to maximise the use of web-based applications, with Menzies Aviation introducing a tailored graded recruitment internet landing site.
Investors in people
Menzies Distribution has set a target of achieving Investor in People (IIP) recognition, and an active dialogue commenced with IIP in 2009. The division will continue to work towards IIP recognition in 2010.
Reward
The Group recognises that its continuing success depends on the quality and motivation of its employees. It aims to ensure that its remuneration practices are competitive, enabling it to attract, retain and motivate executives and employees who have the experience, skills and talents to operate and develop its businesses to their maximum potential.
Incentives
We provide a variety of reward and pension arrangements as part of our employee retention and incentivisation programme. Employees are able to develop a direct interest in the financial performance of the Group through its savings-related share option scheme, which is open to all UK employees, of whom over 1,000 are members. Over 850 UK employees took up their invitation and subscribed to the 2009 sharesave scheme in which almost 500,000 shares are now held under option.
For staff in the UK, the Group offers many benefits, such as a childcare scheme which allows staff to opt to receive part of their pay in tax-free childcare vouchers.Other benefits offered to staff, dependent on grade and location, include: private medical care, subsidized staff restaurant, gym membership, life insurance and a company car or car allowance.
Development and training our employees
Training is an integral part of our offering to employees – not only for health, safety and security purposes, but also in developing talent within the business. All employees, in both Menzies Aviation and Menzies Distribution receive an induction programme particular to the work they will be undertaking. Health, safety and security training continues for everyone throughout the employees time in the Company, supplemented by management and leadership courses where an employee is promoted. As part of its international standardization under the SMART programme, Menzies Aviation has been developing 74 standard training modules to be available to employees. These modules will meet ISAGO standards, and a worldwide roll-out on an airport by airport basis will commence with Ramp operatives in the spring of 2010.
All Directors and managers, from the Executive Directors downwards, undergo a formal annual review where feedback is given on the previous year’s performance and goals for the upcoming year are agreed. Individual Personal Development Plans are established, and leadership talent reviews are held to identify those suitable for potential promotion. Other staff also receive continual feedback from their branch or local managers.
Leadership development initiatives remain important in Menzies Aviation and 2009 saw the continuation of the ‘Leading from the Front’ programme, which provides supervisory level employees with basic leadership skills. The programme is delivered locally helping to ensure local buy-in to the ‘Menzies Way’ principles. All new employees are given induction training designed to ensure that they can fulfil their tasks safely and securely.
Menzies Distribution completed the second year of its ‘Stepping Up’ four day leadership course for supervisors and a total of over 135 employees have now participated. This course will continue in 2010 with an estimated further 60 supervisors attending. It is supplemented by ‘Release the Potential’ aimed at first level managers, helping employees understand themselves better and improve the way they relate to other people with the intention of improving business performance. NVQ training has continued to be provided in our branches to staff and Tachograph training sessions have been held in co-operation with the Freight Transport Association, sharing best practice.
All of the Group’s commercial vehicle drivers are given driver training. Each division has resources made available to it to ensure the training needs of its staff carrying out particular functions and tasks are fully met. Managers are also encouraged to foster a work-based culture based on values espoused as part of a campaign promoting and providing guidance on ethical business practices and professional conduct concerning dealings with all our stakeholder groups such as customers, suppliers and of course employees.
Communication and Consultation
Menzies Distribution and Menzies Aviation management meet regularly with employee representatives, and seek to maintain an open and constructive dialogue. These discussions range from national agreements to issues at local sites.
During 2009, both divisions operated comprehensive internal communication programmes designed to ensure that all employees throughout the Group are kept informed about the direction and performance of their own division and of the rest of the Group.
Menzies Aviation continued with its regular email bulletins of contract award information, divisional information and corporate results updates. These are issued frequently and are disseminated to all staff through regular crew room briefings at each airport. Crew room briefings are also designed to provide an informal environment where two way communication can occur, and employees are encouraged to raise issues, concerns or questions in these sessions.
Menzies Distribution continued publication of its successful staff magazine ‘News and Views’, issued quarterly to all staff, and a tri-annual publication ‘Critical Business Briefing’, for senior staff designed to capture and discuss significant changes and developments within the business. In an effort to improve working relations between the various arms of our operation, and in turn our service to customers, Menzies Distribution conducted a business-wide survey to assess the experiences of employees who deal with Branch and Head Office departments.
Recognising human rights
All our employees are important to us and the Group operates policies designed to ensure that the highest standards are maintained. Menzies Aviation operates in an international environment and its Human Resources policies include sections specifically designed to maintain Group-wide standards. These are integral to the SMART programme. International airports are unique operating environments, and demand the highest international standards in employment practice, both for the safety and security of all our customers and for the benefit of our business.
Whistleblowing, anti-corruption and bribery
The Group is committed to transparent and honest business, and recognises that robust policies and procedures are necessary to minimise risk to the business. As well as making its whistle-blowing policy available on its website, in the UK staff noticeboards contain details of the division’s whistle-bowing policy. Staff can report any issues locally or via an independent third party. Menzies Aviation has similar policies in place for its operations in the rest of the world. All reports are taken seriously and will be treated fairly and justly by John Menzies plc, and all reasonable steps will be taken to ensure that no person who raises a genuine concern will be at risk of suffering any form of retaliation as a result.
As well as working within the Group’s Corporate Governance manual, Menzies Aviation has also made a divisionally focused version available on its intranet, containing details of the Ethics and Gifts & Hospitality policies. ‘Do’s and Don’ts’ cards are available to all managers on the division’s intranet detailing what they should or should not do in regard to anti-competitive practices.