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Operating responsibly is at the core of everything we do. We integrate safety, health and environmental considerations throughout our business and take pride in being a business that creates value and trust for all our stakeholders.


The safety and health of everyone who is part of our operation, or impacted by our operations, is our number one priority. We want our employees and others affected by what we do to be 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. Executive oversight is provided by the Safety Health and Environment (SHE) Committee, chaired by our Group Production Director and attended by our Chief Executive and Chief Operating Officer. 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.

For more detail on our SHE performance and progress, please see our Annual Integrated Report.


We recognise that our procurement decisions have potentially serious environmental and social consequences. Our supply chain partners are critical to the performance and sustainability of our operations. Through our Sustainable Procurement policy and our Supply Chain Code of Conduct we set out our commitment to specify sustainable materials and work with our supply chain to promote social responsibility and environmental stewardship.

One of our key materials is timber. Forests play a critical role in the wellbeing of people, nature, and the planet. Through our Sustainable Timber policy we commit to only buying timber from known legal sources and aim to work with suppliers and subcontractors that supply Forest Stewardship Council (FSC) and Programme for the Enforcement of Forest Certification (PEFC) timber.

In 2019, 97% of our timber procured from suppliers was FSC or PEFC and 100% was from legal sources. We were proud to receive the highest score possible in the WWF-UK 2019 Timber Scorecard in July 2019. The WWF Timber Scorecard assess key UK businesses to understand how they are working to eliminate illegal and unsustainable timber from its supply chain.

We work with local companies and source local products where we can. This helps support the local economy, while reducing the environmental impact of transporting materials to our sites.


We act in an ethical manner and respect human rights in our own business and across our supply chain.

We have zero tolerance for modern slavery. There should be no place for it within our society. We publish an annual Anti-Slavery and Human Trafficking Statement that outlines the steps we are taking to mitigate the risk of slavery in our operations and supply chain. Our site teams and employees who are on site regularly are required to complete a Modern Slavery e-learning course. Supporting this is an internal escalation procedure, managed by the HR department, as well as our whistleblowing hotline. We have also communicated with our supply chain on the importance of supporting and adhering to our statement and Supply Chain Code of Conduct.


Our Supply Chain Code of Conduct sets out requirements concerning environmental and social matters, such as health and welfare, labour practices, data protection and waste. It includes a requirement for supply chain partners to manage their business in a manner consistent with the Modern Slavery Act. All supply chain partners are contractually obliged to adhere to our Supplier Code.

For more information about how we drive ethical business behaviour, please read more about our corporate values and behaviours.


We aim to deliver positive impacts in the communities in which we operate, however we understand that existing residents may have questions and concerns over new development. We engage with local communities to listen and respond. We are committed to building the right infrastructure and community spaces to reach a positive outcome for all those involved.


Our Diversity and Inclusion (D&I) Forum is formed of ten volunteers from across the organisation, each keen to represent a specific area of diversity. Chaired by our Chief Executive, the forum meets several times a year and acts as an internal sounding board for D&I matters. Our aim is to be more representative of the areas in which we operate.

Through the forum, we will focus on evolving our strategies for recruiting and developing talent, promoting our cultural values and supporting diverse representation across the business. We are continually looking for ways to improve diversity within our employee population, taking feedback from the D&I forum and other initiatives.

We are targeting hiring managers and internal recruiters to diversify shortlists of candidates as much as reasonably possible, with a target of at least one qualified under-represented group shortlisted per vacant role. We will review progress against this initiative and explore other ways to improve our diversity.

For further information, please see our Annual Integrated Report and Gender Pay Gap Report.