Operating Responsibly

Collaboration with our supply chain partners is crucial to the successful delivery of our strategy and sustainability objectives. Our Sustainable Procurement Policy and Supply Chain Code of Conduct (Supplier Code) outline clear environmental, ethical and social obligations for our partners, ensuring safe and fair working conditions.

We remain a Gold status partner of the Supply Chain Sustainability School (the School), an industry initiative that provides valuable sustainability-related learning resources to our supply chain and colleagues. This partnership enhances the skills and knowledge of our suppliers through targeted learning modules on key sustainability topics such as climate change, waste management and modern slavery.

One of our sustainability-linked Revolving Credit Facility targets focuses on supplier engagement with the School. We aim for 90% of suppliers with Group Trading Agreements to achieve bronze, silver or gold membership of the School by 2026. In 2024, 66% (2023: 56%) of these suppliers had reached at least bronze membership, of which 48% achieved gold status.

We also build capacity within our supply chain by clearly communicating our sustainability expectations and providing access to targeted training on social and environmental issues. We share our policy requirements through direct meetings, email updates, webinars and our Supply Chain Code of Conduct. Through the Supply Chain Sustainability School, we offer a dedicated learning pathway for our supply chain partners that covers topics such as climate change, biodiversity, waste, modern slavery and the real Living Wage.

Our Sustainable Timber Policy commits us to sourcing certified timber from responsibly managed forests, including Forest Stewardship Council (FSC) and Programme for the Endorsement of Forest Certification (PEFC) certified timber. This promotes sustainable forest management and helps mitigate the risk of illegal deforestation. In our most recent audit, 99% of our timber procured from suppliers was FSC or PEFC certified.

We are committed to conducting our business with integrity, helping to ensure that human rights are respected and protected throughout our operations. This extends to our colleagues, supply chain, customers and the communities we serve. Our Human Rights Policy supports the principles set out in internationally recognised standards, including the UN Guiding Principles on Business and Human Rights and the UN Universal Declaration of Human Rights.

We expect our supply chain partners to act responsibly, with respect for human rights. Our Supplier Code clearly sets out expectations on environmental and social issues, and all partners are contractually required to comply with these standards.

To raise awareness of modern slavery, we require all new employees to complete anti-slavery training during induction, with existing employees undertaking an annual update. We provide updates through our intranet and display posters across our sites in multiple languages, to help those working on our sites identify signs of modern slavery. We maintain a zero-tolerance approach to all forms of modern slavery, including forced labour and child labour.

Our Speaking Up (whistleblowing) helpline and website allow our colleagues, subcontractors, suppliers and the local community to report concerns. In 2024, no substantiated grievances related to human rights were reported, and no instances of modern slavery were identified.

For more information about the steps we are taking to mitigate the risk of slavery, please see our Anti-Slavery and Human Trafficking Statement.

We maintained our accreditation as a Living Wage Employer in 2024. The real Living Wage exceeds both the government’s minimum wage and the National Living Wage, being the only wage rate in the UK calculated based on the actual cost of living.

We ensure that all direct employees are paid at least the real Living Wage, with annual reviews to ensure compliance. Our Supplier Code requires that subcontractors working on our sites are also paid the real Living Wage, and we actively communicate this across our sites. We also provide information on how to report any concerns of non-compliance through our Speaking Up channels.

The safety, health and welfare of everyone who comes into contact with our operations is our number one priority. We want our employees and others affected by the work that we do remain healthy and go home safely to their family and friends every day. We have a culture built on individual responsibility, where everyone expects all work to be carried out safely and without harm to people or the environment.

The principles set out in our Corporate Health and Safety Policy are implemented throughout the business. The Board considers SHE performance critical to our effective operations. Executive oversight is delegated to the SHE Committee, which is chaired by our Group Operations Director and attended by the Chief Executive, General Counsel and Company Secretary, Group HR Director and Group Head of SHE.

To complement our own governance structures, we work closely with colleagues from the wider housebuilding industry to support industry initiatives aimed at elevating health and safety standards across all developments.

SHE performance is the first item covered at all Board and divisional board meetings. Our safety, health and environmental management system and processes, externally accredited by Safety Schemes in Procurement, are designed to minimise risk, and cover all our construction operations.

We have standards and procedures to reduce environmental risk and improve waste management across our sites. Our SHE team conduct regular site visits to ensure conformity with our environmental standards.

For more detail on our SHE performance and progress, please see our Annual Report and financial statements, and ESG Data Handbook.

We encourage diversity and promote equality and respect throughout the organisation. This supports our goal to be an inclusive employer, where employees are empowered regardless of their background, identity, age, gender, ethnicity or disability.

We continue to review and develop our policies that support diversity, inclusion and equality within the business to ensure there are no barriers to recruitment, performance and career development. We also continue to celebrate our calendar of initiatives to acknowledge notable dates and religious festivals to raise awareness and respect for all faiths and important causes.

We held a Diversity and Inclusion Forum during the year, to further discuss how we could embed an equality, diversity and inclusion strategy across the business. Given the uncertainty the business and industry faced this year, the implementation of the strategy will be a focus for 2025.

We continue to be a Silver Award holder with the Employer Recognition Scheme, showing our ongoing support of the armed forces, especially being an employer that has a reservist policy in place.

We are currently developing new guidance for both line managers and employees on managing neurodivergence in the workplace. We aim to ensure all employees are supported in working to the best of their ability, and gaining the advantages that a neurodiverse workforce can bring.

We aim to create an atmosphere that provides equal opportunities for all. Selection for employment and promotion is based on merit, following an objective assessment of ability and experience. We are also committed to ensuring that our workplaces are free from discrimination and that everyone is treated fairly and with dignity and respect. For further information, please see our Annual Report and financial statements, and Gender Pay Gap Report.