Devro is an international business, with five main production sites across four continents. As at 31 December 2020 the Group employed 1,922 people (2019: 1,970).

EMPLOYEE ENGAGEMENT

The Group places considerable value on the active involvement of its employees on matters affecting them locally and on matters that affect the Group. This is achieved through visible and regular communications, both formal and informal, from their own local management and that of visiting executives and senior managers. It is common practice to bring together multi-cultural teams to work on strategically important projects. This has many benefits, not least of which is creating a more unified and consistent business culture. Employee representatives are consulted regularly on a wide range of matters affecting their current and future interests. This year saw the continuation of our annual global Employee Engagement and Experience survey, ‘TellDev!’, with every employee across the Group having the opportunity to feedback on a number of areas including purpose, enablement, autonomy, reward and leadership. This provides valuable feedback which our leaders across the business can work with their teams to build upon, ensuring Devro remains an enjoyable and progressive place to work. In 2020, our primary responsibility was to ensure the health and wellbeing of our employees and local communities by implementing stringent COVID-19 safety measures. This was facilitated by a strengthening of our internal communication capabilities across the Group, an area in which we continue to develop. Additionally, we embarked on an employee-led, global collaboration to define our Purpose. This will complete in early 2021 and set the scene for our business and people priorities over a number of years – a key element of which will be to continue to engage with, involve and nurture our talented workforce.

TALENT AND PROFESSIONAL DEVELOPMENT

We encourage the development of employees through training by investing both time and money. This provides benefits for both the Group, through a more highly skilled workforce, and the individual employee, who gains both qualifications and experience that they can use to further their careers whilst with the Group and in any future roles elsewhere. In addition to the provision of local learning and development budgets, we offer support for employees with further education courses, based on the criteria of relevance to the job role. 2020 saw the roll out of ‘My Contribution’, a quarterly performance process, backed by an online platform, for our managers and professionals to implement and review their performance goals, development plans and career aspirations. Our engagement survey had showed some of our people would benefit from the motivation from setting and making progress towards specific goals. Via ‘My Contribution’, each quarter, people look back at what has been achieved and focus forward to the next quarter. This cycle of feedback enables learning and progress and makes sure goals stay relevant as business needs evolve.

DIVERSITY & INCLUSION

Devro is an equal opportunities employer. All of our employees and applicants are treated fairly and equally, regardless of their age, colour, creed, disability, full or part-time status, gender, marital status, nationality or ethnic origin, race, religion or sexual orientation. Any claim of discrimination is investigated promptly. Applications from disabled people are always fully considered. In the event of members of staff becoming disabled, every effort is made to ensure that their employment with the Group continues and the 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 with that of other employees. The gender analysis of the workforce as at the end of the year is shown in the table below. One additional female Board member, Chantal Cayuela, joined Devro as a Non-Executive on 1 January 2021. As a result of our Gender Equal Pay Reporting, we continue to address any imbalance including the roll out of unconscious bias training to key managers across the business.

Gender Diversity Statistics 

As at 31 December 2020As at 31 December 2019
MaleFemaleTotalMaleFemaleTotal
Board of Directors5
83%
1
17%
64
67%
2
33%
6
EMT and Company Secretary (excluding Directors)5
83%
1
17%
64
67%
2
33%
6
Senior Managers (EMT direct reports) (excluding Company Secretary and support)32
73%
12
27%
4439
74%
14
26%
53
Other employees1,160
62%
706
38%
1,8661,325
64%
735
36%
2060
Total1,202
63%
720
37%
1,9221,372
65%
753
35%
2,125

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