The welfare and success of our people is vitally important to Amey. We’ve developed values policies in four key areas that are designed to help our people flourish and to ensure the health and diversity of the business as whole.
Value and development
Attracting and retaining the right people is at the heart of our success. The set of principles that we work by include: we believe that people should be valued at Amey; we are innovative in our approach to recruitment; we aim to attract the very best people, from every walk of life; we want our people to consider Amey as a long-term career. This means providing competitive financial and non-financial retention tools; we enable all of our people to reach their full potential; we have many informal and formal development opportunities including accredited programmes, internal courses, coaching and workshops.
Appraised
All our employees should be clear about what’s expected of them and how well their performance matches these expectations. This is what drives our appraisal system for all employees. It involves a twice-yearly performance and development reviews in which feedback is given as well as received. Reviews cover career aspirations and development planning, both of which are crucial to staff satisfaction. Amey also obtains feedback from employees through its employee survey, Speak up!
Health and safety
A lot of our work, especially our transport contracts, takes place is in hazardous places. We also carry out work that could present a real risk to the general public. Thus the importance of a consistent, structured approach to health and safety management, founded on rigorous risk assessment, supported by training and instruction and assured by a comprehensive process of monitoring and audit. Click here to read more about our health and safety training.
This robust, integrated approach has delivered a safety management system certified to the acknowledged best practice specification, OHSAS 18001 for Amey Group and each of the main operating businesses. We give the health of our workforce an equal priority and have implemented detailed programmes to provide regular health surveillance. We’ve also begun a voluntary programme of wider health screening for ‘lifestyle issues’ - those not immediately associated with the working environment.
Not discriminated against
Our workforce should be as diverse as the communities we serve. This doesn’t mean ticking off a specific list of qualities such as gender, religion or disability. It’s about inclusion and bringing together a workforce that reflects the society it operates in.
Our extensive diversity action plans support this objective, as does our “Powerful Team” value. All managers are required to actively support and promote the diversity policies, undertake Managing Diversity training and behave in a way that’s appropriate to a modern progressive business. All new employees are asked to complete a diversity monitoring form, which captures important information measured by our customers and parent company.