We are committed to ensuring that our business is conducted in a responsible manner.
We continually review our business practices to ensure that our business operates in a responsible manner with respect to Employees, Ethical Standards, Health, Safety, Environment and Community. We remain committed to continuous improvement.
At AMS our employees drive the success of our business. We focus on creating an engaging place to work where employees are able to develop and are challenged to achieve both their ambitions and the long-term strategic goals of the business. With over 600 employees globally, AMS is focused on hiring and developing the right calibre of people and providing an environment where individuals can deliver to the best of their capabilities.
We recognise the importance of our people and that it is only by their effective engagement that we will continue to be highly successful. We value their commitment and determination to achieve and deliver good results. Our working environment encourages openness, teamwork, an understanding of others’ needs and the ability ‘to make a difference’. Employees at all levels are encouraged to make the fullest possible contribution to the Group’s success.
We develop the talent at AMS by training with programmes such as the Management Development Programme and principles of Lean Manufacturing, and by providing a place to work where our employees feel valued, incentivised and fulfilled. We continue to support a number of apprenticeship schemes and graduate recruitments across the Group and intend to expand the number of schemes we operate in 2019.
AMS promotes two way communication with employees who are encouraged to put forward their views to the Company through both our monthly briefing meetings and also through our employee surveys. Employees are encouraged to participate in suggesting and implementing improvements across the Group. In 2019 we introduced an electronic system to enable all employees to openly ask the Senior Management Team questions. We listen to all views, take feedback and proactively provide information allowing us to remain agile and customer centric.
AMS has policies and procedures in place for Anti-Bribery and Corruption, which are reviewed and updated annually by the Audit Committee.
We are committed to actively encouraging a more inclusive and diverse workplace and look for opportunities to reinforce this where appropriate, although we continue to recruit on merit. The Group is committed to eliminating all forms of discrimination and giving fair and equal treatment to all employees and job applicants in terms of recruitment, pay conditions, promotions, training and all employment matters regardless of their age, disability, race, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity, gender reassignment, religion or beliefs. The female representation on the Board, Senior Management Team and across the Group at the year-end is shown here:
AMS is highly dependent on the innovation and creativity of our employees for our future growth and success. We aim to operate to the highest ethical standards. We have adopted and embedded ‘AMS Care, Fair, Dare’ to summarise our culture, underpin our values, and to deliver results, building a sustainable future for our business. Under Care, Fair, Dare, we have defined the principles and expectations of how we will operate together to deliver success as the Company continues to grow. Care, Fair, Dare provides a cultural framework to nurture the ways in which we interact and achieve success as a team.
Throughout 2018, all employees attended cultural workshops, focusing on developing action plans to embed Care, Fair, Dare into their teams. We have listened to the feedback which has been received and developed our principles and expectations. These will now form part of our appraisal system and recruitment of potential new employees. Employees have personal objectives which directly link to the business’ corporate objectives and receive feedback on competencies via a 360 degree review based on our culture of Care, Fair, Dare to ensure achievements align with the culture we wish to embed.
In 2018 we introduced ‘One AMS’, a Group Quality Management System, to further integrate the Group, through a Group Quality Management System, and embed the AMS culture. This will be further developed in 2019.
From 2019 we will increase our focus on employees and culture by introducing the measurement of our Employee Engagement Score and Staff Retention/Turnover as Key Performance Indicators within our strategic pillar of Culture.
We recognise the importance of operating a business in an ethical manner.
AMS has set appropriate standards and policies to uphold all laws relevant to prevention of bribery and corruption in all jurisdictions in which we operate. The Group also has in place policies and procedures covering Gifts and Hospitality, Whistleblowing, the Modern Slavery Act, the Market Abuse Regulations, General Data Protection Regulations, the Criminal Finance Act and Equality.
AMS has introduced compulsory Ethics Training which all Group employees must complete to reinforce their understanding of the policies in place.
Applications for employment by disabled persons are always fully considered, bearing in mind the aptitudes of the applicant concerned. In the event of members of staff becoming disabled every effort is made to ensure that their employment with the group continues and that appropriate training is arranged. It is the policy of the group that the training, career development and promotion of disabled persons should, as far as possible, be identical to that of other employees.
Our Sourcing Policy requires suppliers to confirm they engage in ethical treatment of employees and observe prevailing laws in relation to other ethical issues, and ensures that suppliers:
- Do not employ any forced, bonded or involuntary labour
- Do not use child labour
- Provide safe and hygienic working conditions
- Take adequate steps to prevent accidents and injury to health arising out of, associated with, or occurring in the course of employment
- Pay wages and benefits and apply working hours for a standard working week that are no less than the applicable minimum national legal standard
- Do not discriminate on grounds of gender, age, religion, political affiliation or sexual orientation
- Do not permit harsh or inhumane treatment of its employees;
- Do not supply equipment used in the unethical treatment of individuals
- Do not supply or trade in any banned or proscribed substances or materials in breach of the prevailing laws
- Do not engage in practices that amount to bribery
- Respect and seek to avoid any unlawful infringement of the intellectual property rights of third parties
Health, Safety and Environment
We are focused on maintaining the highest levels of health and safety within our business which ensures employees feel safe and secure within the working environment. The Health and Safety of our staff, visitors to our facilities, and those who carry out work on our behalf, is of the utmost importance. Identifying and complying with applicable legislation underpins our Health and Safety activities and improvement initiatives.
The Board provides Health, Safety and Environmental (HSE) leadership and the Chief Executive Officer has primary responsibility for setting the principles. The Chief Operations Officer, supported by the Group Operations Director, ensures adequate resource is available to support operational health, safety and environmental improvement plans.
We have established HSE Committees at each site which meet monthly. These Committees report monthly to the Senior Management Team and to the Board. We focus on the prevention of accidents and incidents through proactive reporting of potential hazards.
Over the last 12 months we have focused our resources to improve the level of accountability and expectation for continuous improvement in Health and Safety. Initiatives to improve involvement and accountability will continue over the foreseeable future to help us to further reduce our accident potential.
Safety Performance 2017
AMS continues to deliver solid safety performance with an AIR score significantly better than the target of 6.0. Our All Injury Rate (AIR) was 4.1 in 2018 (2017: 2.3). This rise was driven by an increase in minor accidents at our Etten Leur and RESORBA facilities, the root causes of which have since been addressed through improved personal protection equipment (PPE) and procedures.
Our AIR is measured as follows:
AMS reconfirms its goal to continuously improve our safety performance introducing a new goal of an AIR score below 4, with increased focus on safety culture. We will continue to take proactive initiatives to ensure AIR remains below this new target. We will also further invest in Health and Safety across the Group with the appointment of a Group Health and Safety Manager in 2019.
It is the Group’s policy to abide by all laws, directives and regulations relevant to its field of operations and to act in a manner so as to minimise the effects of our operations on the environment.
As AMS has operations across a number of countries, local management drives environmental performance. Specific, site-level objectives are established to ensure compliance with local legislative and external management system requirements. AMS uses a variety of indicators to monitor environmental performance.
We are committed to supporting and having a positive interaction with our local communities and encouraging our employees, families and friends to participate where possible.
AMS sponsors a number of sports charities and clubs in the area. We have sponsored the annual Pie & Peas 5 mile race for five years, which is organised by Vale Royal A.C., the local athletics club based in Winsford, Cheshire. As well as sponsoring this local race, employees are encouraged to participate in prerace training programmes to foster employee well being as well as enjoying good-humoured rivalry. In 2018 we were the main sponsor for both the Kingsley 5k and England Athletics 5k Road Championships, a national event that was held in a local Cheshire village. A number of employees participated in these highly successful events, which we will sponsor again in 2019.
We also sponsor a number of local sport teams including a junior rugby team (Crewe and Nantwich RUFC Junior Colts), the Crewe and Nantwich RUFC Touch Rugby Teams (Blaze and Fire), which promote participation in rugby for boys, girls, men and women of ages and abilities from 10 to 50+. We also provided sponsorship and kit for the Marine Academy Plymouth Juniors FC, a junior girls football team in Plymouth.
We continue to support an employee who won Gold, Silver and Bronze medals at the Open Tae Kwon Do European Championships in 2017. She will compete at the UK Championships in May 2019 and we will continue to support her in the coming years. We also sponsored a former Crewe & Nantwich RUFC star who lost the use of his legs due to a freak injury while playing rugby. He was called up to the GB Wheelchair Rugby Team, and AMS has provided financial assistance in order that he can purchase a specialist wheelchair to compete for GB.
In 2018 AMS was the main sponsor of the St Luke’s Hospice Midnight Walk, which will be held on the streets of Crewe and Nantwich in June. St Luke’s Cheshire Hospice has been providing palliative care to local people, supporting them in ways beyond the scope and funding of the NHS. We supported this event through employee participation and marshalling.
AMS employees organised a number of fundraising events during 2018 for St Luke’s Hospice, with the target to raise £8,000. Thanks to the hard work of many employees this target was surpassed, with £10,552 being raised through a variety of events (see Totaliser below). The target for 2019 is to raise £15,000, the equivalent of 200 nursing hours.
In 2018 AMS agreed to support three Passion for Learning volunteers at primary schools close to Winsford. Passion for Learning is a charitable organisation which provides educational support for under privileged children with the emphasis on learning through play. Volunteers work with children both 1:1 during the school day and through a network of after-school Enrichment Clubs. AMS hopes that the children can develop the skills they need in order to become part of the workforce of the future. We will continue this support during 2019.
We intend to continue to provide ongoing support to these and other events.