The Group employs approximately 4,000 staff worldwide.
Training and development
The realignment of the business is nearing completion and a review of training and development is underway to ensure that employees are given the opportunity to fulfil their potential within the new structure. In the meantime De La Rue continues to identify training and development needs via business unit and Group talent reviews, and the personal development review process.
As part of De La Rue’s learning and development strategy, UK Government funded courses continue to be implemented within De La Rue:
• National Vocational Qualifications (NVQ) are now a key part of our training programmes, ensuring consistency of provision across the business and promoting standardised practice. Over 200 employees signed up for fully funded NVQ courses during the year
• To improve the assessment of performance against standard operational practices, a standardised approach to confirming workplace competence has been introduced via a nationally accredited qualification. Twenty employees are now qualified as assessors and quality assurers and are being used as part of the site relocation project to ensure newly recruited staff meet internal workplace standards
• An accredited development programme aimed at middle managers in leadership and management is being piloted by 100 employees
• De La Rue continues to work in close partnership with the National Skills Academy for Materials Production and Supply, the Print and Paper Sector Skills Council, and providers within centres of excellence to ensure our programmes meet industry standards
Communication
De La Rue communicates regularly with the unions representing its employees and its UK and European Works Councils. The UK National Employee Forum and European Employee Forum are both composed of elected employees, management representatives and employee nominated full time trade union officers. The Unite Union branch official with national responsibility for De La Rue serves as a permanent member of the UK and European Works Councils. A General Workers Union official from Malta is also a permanent member of the European Works Council.
During 2011/12 we successfully concluded a 90 day consultation with elected representatives regarding proposals to relocate our Holographics operation to our Westhoughton site and Security Print operations at Dunstable to our Gateshead facility.
A joint UK and European Forum meeting was held for the first time during 2011/12. The meeting received a detailed briefing on the Improvement Plan from the Chief Executive. The event was very successful and will be repeated in 2012/13. In addition to the joint meeting, steering group meetings for both forums are held throughout the year and can be called for any special requirements.
Both forums receive formal updates on strategic business performance from senior managers and Executive Committee members. Open discussion and questions are encouraged. During 2011/12 both forums were regularly informed and consulted on a job evaluation exercise at Gateshead and its implementation.
As part of De La Rue’s continuing commitment to engagement with the works councils, in April 2012 representatives were invited to visit and tour the Gateshead site to share the results of the job evaluation exercise.
The communication processes at Group and local site level encourage employee engagement and broaden business understanding. In addition to the employee magazine and the intranet, the Chief Executive hosts regular conference calls in which all employees have the opportunity to participate and ask questions directly. He has also conducted a series of roadshows around major sites to present the Improvement Plan to employees.
Equality and diversity
De La Rue is committed to the fair and equitable treatment of its employees in recruitment, training, promotion and in terms and conditions of employment irrespective of gender, sexual orientation, religious beliefs, age, colour, ethnic or racial origin, nationality, disability or trade union membership. If an employee becomes disabled when in the Group’s employment, full support is given through the provision of special training, equipment or other resources to facilitate continued employment wherever possible. Managers are required to ensure that employees understand their responsibility for the active implementation of the Group’s policies.
To the extent permitted by relevant local laws, the Group monitors data on staff diversity to review policies and improve best practice.
A job evaluation exercise has been completed at Gateshead to ensure fairness and transparency within the site.
Details of De La Rue's policy in areas affecting employees can be found by clicking on the links below: