Employee Engagement
Our Colleague Forum is a group of individuals from across the business who meet to operate as a mechanism to input into the Group’s strategic decision-making process, encourage involvement in business performance and increase awareness of the financial and economic factors affecting the Group. Colleague Forum representatives come from Customer Services, Nutrition, Quality Control, Feed Manufacturing, Commodity Trading, Transport, Procurement, Depots, Marketing, Field Sales, IT, Finance, Arable, GrainLink, Glasson and Youngs Animal Feeds. The Forum met four times during the year, and speakers to the meeting included the CEO, CFO, Group Head of Health, Safety and Compliance, and our Arable Director. Topics covered included highlights from our investor relations presentation, health and safety, the business activities of GrainLink and feed manufacturing operations. In addition to receiving information about health and safety investment, the Forum contributed several ideas for further improvements based on observations from their own experience. The Company Secretary is the Chair of the Colleague Forum and provides updates on the activities and relevant feedback on engagement to both the Board and Executive Committee.
Our Colleague Ideas Hub is a route for individuals from across the Group to submit business improvement ideas and suggestions for ways in which to improve all aspects of our business. Individuals are recognised for ideas. We were pleased to have received 66 suggestions during this year.
In 2024, 9 Colleague Roadshows were held throughout our trading area. During these events, the Executive Committee not only shared a comprehensive update on our business strategy but also actively sought the input from the attendees.
Our Wynnstay Connect platform informs colleagues of company strategy, initiatives, and developments, along with providing interactive communications across the Group. The platform also provides easy access links to career and development and benefits hubs, including pension and Share Save scheme portals. Our Share Save offering is popular with colleagues across sites and salary levels. We wish to continue to encourage colleague participation.
People Management and Development Framework
Our bespoke People Management and Development Framework works to preserve our 1st Choice Employer brand, while providing a set of principles, policies and processes to support the development progression of colleagues across the Group. The core focus of the framework is to support the attraction, retention and development of our people. It also provides management tools to support for career management and development.
Our Goal: To be a 1st-Choice employer
Simply put, a 1st-Choice employer is a company where colleagues and potential candidates want to work, with strong leadership, competitive pay and benefits offering, engaged workers, meaningful work, and attractive company culture.
We are committed to continuously reviewing and evolving the opportunities we provide to colleagues.
What does it mean to be a 1st choice employer?
- A commitment to continuously enhancing and evolving the opportunities we provide to our colleagues
- Attracting and retaining top talent to drive our business forward
- Reflecting and upholding our core THRIVE values in all that we do
How do we do this?
- Job security in a financially stable business
- Active employee recognition and appreciation
- A robust rewards and benefits system
- Comprehensive training and development
- Being ethically and sociably responsible
- Progression opportunities
Equality & Inclusion Statement
Equality & Inclusion Statement
Wynnstay has high expectations of our colleagues commitment to equality and inclusion across our business. Colleagues are valued regardless of their age, disability, gender reassignment, whether they are married or in a civil partnership, whether they are pregnant or on maternity leave, their race, religion or belief, their sex or sexual orientation. The working environment is one in which the rights and diversity of each individual are respected and celebrated, and behaviours that undermine this ethos are not tolerated.
The Equality and Inclusion Policy, an internal document available to the workforce, ensures colleagues are aware of their responsibilities to promote equality and diversity, and also gives colleagues an understanding of how to recognise and challenge discrimination. Regular training opportunities exist to keep colleagues informed of changes to equality legislation.
The Group adheres to its obligations under Section 78 of the Equality Act 2010, the Equality Act (Gender Pay Gap Information) Regulations 2016 and reports average pay rates for its male and female colleagues. The Group focusses on reducing its current pay gap and promotes equality, fair pay and career opportunities regardless of gender.
