Engaging and Supporting Our Employees

      Employee Programs

      At De La Rue, we invest in our workforce to develop and harness available skill sets. Our programmes are set to support and encourage all individuals and help them excel their targets and reach their goals. The below are just a few examples of the types of programmes we run.

      Centre for Learning

      Picture1-7The Centre for Learning has been created to offer a single learning platform providing best class training and development for all our employees.

       

      We offer four levels of tailored programmes:

      • Leadership development
      • Management development
      • High Potentials development
      • All employees development - applicable to everyone, management and non-management

      High Five - Global Recognition Programme

      Picture2-2High Five, our global employees recognition programme, is designed to be a simple, meaningful way to acknowledge the ways that our employees are using the De La Rue Values to achieve success and drive results. Colleagues from around the globe can recognise each other from the High Five homepage which can be accessed from any device with internal access. High Five supports our philosophy of recognising and regarding employees who achieve results by demonstrating the

      De La Rue Values:

      • Drive Change and Innovate
      • Act with Integrity
      • Excel in What We Do
      • Take Responsibility and Work Together

      Inclusion and Diversity

      Picture3-3De La Rue seeks a working environment where all people (employees, customers, suppliers) feel valued and respected as individuals. We actively seek to have a diverse workforce as we recognise the value of diversity to the organisation. We are an equal opportunity employer and it is our policy to recruit the best candidate for the role regardless of any other factor. 

      Some examples of our inclusion and diversity action points are:

      • Gender equality is a key element of our inclusion strategy. An important aim is that by 2020 25% of senior and executive management roles should be filled by women
      • We are engaging with managers to help them to understand and promote inclusive working practices, including home working and flexible working policies

      De La Rue's gender pay gap statistics are shown here

      Performance Development Reviews

      plusDesigned to identify areas for growth and improvement and inform suitable development plans. The PDR process also informs administrative decisions on contractual aspects of employment, such as pay, bonuses and promotions. PDR's contribute to the effective management of individuals and teams in order to achieve high levels of organisational performance. Employees are also measured on how they achieve objectives, through displaying the Company Values.

      Talent Reviews

      Picture4-2We undertake Talent Reviews to look at individual and team capability, and to consider the business priorities and future needs:

      • The current performance of an individual assessed against our Competencies, the individuals results and behaviours, in line with our Values
      • The future potential of an individual
      • Identify the people with the potential to drive the business forward and equipping them with the skills to do so as part of succession planning
      • Professionalise the organisation's ''succession planning'' capabilities
      • Identify organisational and individual readiness for key assignments or future jobs
      • Calibrate the view of 'Talent' and 'Performance'
      • Identify development actions including feedback, stretch assignments, and training for critical individuals