Smart business

Telford Homes employees have been central to its culture since its inception 21 years ago. They drive our values and productivity such that we can achieve our goals. We employ around 328 people, and on an average day (including our supply chain), we are responsible for the wellbeing, health and safety of around 1,531 people across our offices and sites. 

We have always engaged and supported our employees, but since the start of the pandemic, we have redoubled this support through our Mental Health & Wellbeing awareness campaigns, to ensure employee health, wellbeing and work/life balance have been managed appropriately. During the year, we ran a ‘we want to hear your voice’ employee engagement survey. A key message from our employees was that 95 per cent enjoy their jobs and are happy working at the company. 89 per cent of employees expect to be working in the company for the next 12 months, which aligns with our employee retention rate of 89 per cent (2020: 92 per cent) – whilst this is pleasing, we will not be complacent as we are acutely aware the war for talent is set to intensify. 

Throughout the pandemic, we have implemented safe working procedures and conditions. The resilience and commitment of our people and supply chains has – and continues to be – truly inspirational! 

Nonetheless, the unparalleled events will have impacted the wellbeing of employees across the industry, so our Health and Wellbeing Committee launched new campaigns in 2021, as well as an updated flexible working policy. The new programme and initiatives, such as ‘Time to Check In’ and promoting the outdoors and nature activities for employees and their families, have been well received; along with mindfulness sessions, yoga and promoting stress awareness week. To get the best mix of productivity and collaboration, we will continue to invest heavily in our campaigns, 

to remain an employer of choice, and to support our employees. 

In November, we undertook a Staff Health & Wellbeing Survey – the key finding being that the campaigns were being well received. Also, colleagues asked for less relaxation and meditation sessions, and requested more health and ‘pin-pointed’ work/life balance topics, which will be delivered during 2022 and 2023, through the launch of our new Health & Wellbeing strategy. 

In accordance with our Equal Opportunity and Diversity Policy, we aim to be an inclusive employer and to continue to employ the best people for each role. During 2021, we developed a new DEI Framework and launched it in February 2022. This approach consists of three core principles and commitments: company, community and industry. Our Health and Wellbeing Committee will provide the support and signposting function of the work of the DEI Committee. 

As we grow our platform, opportunities arise to join Telford Homes. Accordingly, we invest in developing our employees, and attracting highly motivated, ambitious and dedicated people to join our successful team. Our Careers Under Construction programme now has 29 (2020:22) trainees (around 7 per cent of our employees) working towards management roles. The Telford Homes Academy is in its fourth year and provides training and development for every career stage – from trainees to first-time managers and then on to senior managers. 

During the last year, we have provided 5.2 (2020: 1.51) days of training per employee, which compares favourably with our peers – this uplift in training is primarily due to the shortfall in 2020, due to the pandemic. We are fully invested in our health and safety training programmes and, in 2022, will launch our new sustainability training plan. For example, 100 per cent of new direct employees (and supply chain site staff) receive Health and Safety, Mental Health, Wellbeing and Sustainability induction training, and appropriate continuing professional development (CPD). 

As a responsible business, keeping our employees and supply chain healthy and safe is of principal importance. There were three RIDDOR¹ (2020: one) in the reporting period. We have had no fatalities, health, safety nor environmental prosecutions or prohibition notices. We will continue to reinforce our culture and continuing investment in our people and their training, to minimise health, safety and environmental risks, at all times. Additionally, we are pleased to receive a 12th consecutive Gold Award from RoSPA, and another President’s Award. 

Policies and procedures

The Telford Homes Executive Committee actively promotes a positive health and safety culture. This is underpinned by up-to-date policies, procedures, legal registers, risk assessments and appropriate precautionary control measures. Each is maintained in accordance with ISO45001:2018 and communicated to relevant employees and site operatives. Our senior Operations Leaders frequently carry out unplanned site spot checks across Health, Safety and Environment criteria, in addition to formalised regular inspection strategies. 

Governance

Our Health, Safety and Environment team is supported by our Executive Health and Safety Committee and our Operational Health and Safety Forum. Each benefit from representation from the Group Managing Director and senior construction, commercial and sustainability employees. Cooperatively, each meeting drives strategic operational regulatory compliance and best practice. Furthermore, our Health, Safety and Environment Director sits on a range of Global and UK Councils and Forums to reciprocate best practice.