We aim to attract, develop and retain excellent people by becoming an employer of choice.

Being an employer of choice requires respect for the talents of all individuals, being fair to all in recruitment and in the promotion and development of our people.

These messages are also reflected in our Core Values

By pursuing the principles of an employer of choice and by living our Core Values, not only will we bring about Carillion’s business success but we will be able to influence the quality of life for our people.

During 2001 the average number of people employed was 18203, of which 3657 were overseas and 3552 were involved in Joint Ventures.

Human Rights

Carillion recognises that it is in the interests of the Company as well as its people to promote a policy of equal opportunity in the workplace and considers all forms of discrimination unacceptable. However, twelve discrimination claims were raised during 2001, five have been settled and seven are ongoing. In addition a very small proportion of employees had grievances against the company in 2001.

We have made good progress in implementing processes to allow us to accurately measure the diversity of our workforce. Completing this continues to be a priority for us:

	revised application forms have been introduced to capture accurate data at joining
	our people database has been updated for approximately 75% of the workforce.

In addition, we have reviewed our policies on Maternity, Parental Leave, Working Time, Stress and Alcohol and Drugs in order to support a healthy work/life balance for our people.

We manage our social impacts through a range of different policies and processes. This includes our internal mechanism for airing grievances and the Whistleblowing Policy which encourages workers to raise genuine concerns about malpractice in the appropriate manner.

Reward

Pension - All employees have the opportunity to participate in a pension scheme either Carillion-run, industry-specific or stakeholder (with or without an employer contribution). This supports our people in forward planning for their retirement.

Healthcare - 75% of those eligible, either through service or seniority, have joined Carillion’s healthcare scheme. In addition Carillion operates a health-screening programme for those in high-risk areas.

Salary - All our wages are above the minimum for each country in which we operate and the majority are benchmarked according to job function, job size/scope, and turnover/market capitalisation of employer. The average wage in 2001 was £23,890.

Employee satisfaction

We undertook a MORI survey of staff during 2000 and the results were released during 2001. The response rate was disappointing at 36%, however, meaningful conclusions have been drawn:

	57% of responders were satisfied or very satisfied with their position
	92% of responders understood their safety responsibilities
	63% of responders felt that ‘worthwhile things were achieved at work’
	Open and honest communication was only thought to be present by 31% of responders.
	Two out of five were aware of our company core values.
	43% were satisfied with benefits
	30% of responders were satisfied with levels of pay

Our average turnover of voluntary leavers in 2001 was 13.71%. Which is consistent with employee satisfaction levels detailed above.

We recognise that the negative issues highlighted by this survey must be addressed. For example in response to concerns regarding the level of communication within the Group we introduced a monthly briefing document which is communicated to each employee. This provides a resource for improving communication from the Group to the Business Groups and individual employees and from the employees, via line management, to the group. In addition, all staff receive our in-house magazine, Spectrum, which provides information on many aspects of the business including environmental and social issues and events.

It should be noted that the survey was carried out very early in 2000 and by the end of 2001 the company had moved on considerably and therefore the percentages above are now out of date. We are working towards improved scores in our next survey.

Working Conditions

We are continually reviewing and improving the working conditions of staff. We recognise that as well as providing a safe place or work, we need to provide working conditions with a minimum level of comfort. Therefore, we aim to provide the best facilities that we can. We are always seeking innovative ways of improving working conditions. For example, on one of our Highways Maintenance contracts, our responsibilities cover a vast area and many staff spend much of their time driving from one maintenance activity to the next. Therefore, to ease the planning of journeys we provide booklets that detail the location of service stations and toilets. In addition, vehicles are being modified to create a crew cabin offering welfare. This new facility will provide hot water to allow staff to wash their hands prior to a meal and protective cream to help protect skin.

In addition, we recognise that employees may seek the support of trade unions and are proactive in our relationships with unions.