Introduction
Fair Work First is the Scottish Government’s flagship policy for driving high quality and fair work across the labour market in Scotland by applying fair work criteria to grants, other funding and contracts being awarded by and across the public sector, where it is relevant to do so. The following information demonstrates Hanover’s alignment with the key criteria set out within the policy.
Payment of at least the real Living Wage
Hanover has been paying the real Living Wage to all directly employed employees and apprentices from 1st April 2024. We also provide financial wellbeing services through our employee benefits scheme.
We have engaged with Contractors to work with them to demonstrate their commitment to paying the real Living Wage when providing services to Hanover.
Workers Voice
Hanover provides a variety of channels for employees to engage with. We are in the process of establishing the Hanover Engage Forum, a Joint Consultative Committee, that will actively represent the views of employees. The group will be supported by the Director of Business Support & Transformation and the Head of HR & OD. The group will bi monthly to discuss proposed changes impacting employees in the organisation and further two-way communication by facilitating the sharing of feedback, consultation and ideas from all teams.
Hanover’s Health, Safety and Wellbeing Working Group acts as a focal point for all matters relating to the management of Health, Safety and Wellbeing with the overall aim of promoting the wellbeing and safety of Hanover’s people, its customers, and those impacted by our activities. The Health and Safety and Wellbeing working group members play a vital role in ensuring all employees are involved and engaged in achieving this aim. Hanover was awarded the We Invest in Wellbeing Gold Award for our approach to incorporating wellbeing into our culture.
Hanover offers multiple opportunities for employees to come together to share ideas and provide feedback on key aspects of our business and their employee experience. These include: Executive, Senior Manager and Operational Manager team meetings, annual strategic Delivery Planning session, quarterly regional meetings for frontline teams, and our annual employee engagement survey. We have an employee Performance Management Policy that includes the use of 1-2-1 meetings. Teams are also encouraged to take the opportunity to contact managers and directors across the business to share ideas or feedback they have.
Hanover actively promotes a culture of inclusion and respect between employees at every level of the organisation. The Hanover Values identify guiding principles and behaviours to help everyone work together while moving in the same direction to achieve our vision.
A range of informal and formal communication channels have been established to ensure that any employee concerns are dealt with promptly, discreetly and consistently; including access to a team of in-house People professionals experienced in employee relations and mediation; a free and confidential employee counselling service; and comprehensive policy framework.
A combination of these structured and informal methods supports us to identify ways to improve the employee experience for all staff at Hanover.
Learning & Development Opportunities
Hanover makes significant investment in the development of its workforce. Learning and development is supported by learning Needs analysis and all employees are supported to keep their professional qualifications and learning up to date. Core e-learning modules are completed by all employees to ensure shared knowledge and understanding in relation to important aspects of work (i.e. equality and diversity, health and safety, data protection and cyber security).
As well as individual, team and organisational learning opportunities, we actively support the development of young people, we have apprenticeship places, are developing a young person’s forum as well as actively engaging with schools and colleges, promoting both housing and care as a career of choice.
Creating a Fair & Inclusive Workplace
A number of initiatives have been undertaken to make Hanover a more diverse and inclusive workplace. We have an Equality, Diversity and Inclusion Policy and have a dedicated steering group and champions working group comprising of members from across the business to support the policy’s implementation.
As part of our EDI commitments, a gender pay gap report has been produced for the past two years. Hanover has a statutory requirement to produce this report on an annual basis.
To support our female colleagues as they experience the Menopause, menopause awareness sessions are available to all employees as well as bump to baby and financial planning.
We have a full suite of polices to support families and work-life balance. We offer flexi time as well as hybrid working. We have an established Flexible Working Policy where employees have a “day one right” to request flexible working and applications are encouraged.
Employee Reward, Terms & Conditions
We offer generous conditions of employment, more than statutory minimum for annual leave and occupational sick pay. We offer employees a generous personal pension plan and cover through our group life assurance policy. Employees also have access to a health cash plan that reimburses dental, optical and a wide range of other health and wellbeing expenses with effect from day one employment.
Hanover has never used ‘fire and rehire’ practices and does not envisage doing so in the future.
Hanover does not make use of zero-hour contracts. Our permanent employees have guaranteed contracted hours. We support flexible working, offering a range of flexible working patterns.
Relief work is only offered which positively impacts on our workforce, allowing workers on these contracts are not compelled to accept work when offered and supply arrangements are kept under strict review.
This is not an exhaustive list of everything we have in place as we are continually reviewing and evolving our practises. For more information, please contact hello@hanover.scot