Corporate Social Responsibility
Real Good Food plc is committed to ensure that Corporate Social Responsibility is part of daily business practice.
Corporate Social Responsibility is integral to the mission of building long term sustainable businesses in our three pillar markets.
Each business now has a Corporate Social Responsibility Plan that has been built around the Group’s Responsible Business Framework and is actively engaged in its fulfilment.
The Responsible Business Framework that was in put in place last year has three key objectives:
• To be the employer of choice
• To be proactively involved within our communities and build a strong reputation for social responsibility
• To continue to strengthen our reputation for respect, integrity and innovation with our customers, suppliers, employees and partners.
The following examples illustrate the type of activity our businesses are engaged in to meet our objectives.
1) Greater employee involvement
For each business, to be the ‘Employer of Choice’ and the emphasis is on training our people and ensuring health and safety as well as rewarding and celebrating success.
Renshaw has given particular emphasis to Health and Safety training, giving employees recognised qualifications and increased participation in commitment to procedure.
115 people completed L2 Food Safety, 113 people completed L2 Health & Safety in the Workplace and 114 people went through a site re-induction and Allergen Awareness Training.
A full programme of Health and Safety Legislative training has been completed including DSEAR, Asbestos Awareness, Legionella, PUWER and IOSH Managing Safely for the managers on site.
Renshaw also managed to secure funding for its courses from Skills for Growth, an organisation which supports SMEs in the Liverpool area to co-invest in improving the skills and productivity of a workforce to enable growth.
2016 saw all of the warehouse employees and some engineers complete their refresher fork lift truck training and they are now registered with the professional qualification RTITB/NORS.
A key successful innovation in 2016 has been working with site operators on the new marzipan disc line to write their own Safe Operating Procedures against the introduction of a new format which includes more detailed training.
This has been a great success, and the operators have enjoyed being involved in creating them.
2) Continued involvement in community participation
All Real Good Food businesses have good positive links with the community. R&W Scott has a long heritage of active support of community projects and are particularly committed to engaging with the local community.
Last year they worked with a number of charities including the Carluke Development Trust, Carluke Bid, the Beatson (a local cancer charity and hospital facility), Macmillan Cancer Support and Alzheimer’s Scotland. Various events were held by staff such as the 10k ‘Carluke on the Run’, and a 10-hour charity bike ride.
They also continue to develop links with local nurseries and schools; a number of managers and members of the senior team gave up their time to advise on career opportunities within the food industry as well as support Career Skills Week at the local high school, giving interview advice to S5 and S6 year pupils.
The financial year 2017/18 will see R&W Scott further develop these relationships, not only through donations and fundraising events, but also in volunteering opportunities. Staff are encouraged to come forward with events and ideas to be more involved in the local community and they aim to hold at least one event per quarter next year.
Health and Safety
Safety performance has remained relatively consistent across the Group with records being set at all of the major sites. Renshaw went 180 consecutive days without a reportable injury, while R&W Scott went 330 days. These are significant milestones and the result of much proactive work across the businesses.
In November 2016 the Group created a new role of Group Head of Health, Safety and Environment. This role will work with all of the operating sites in helping smaller businesses ensure legal compliance and continuous improvement.
Common priorities for 2017/18 include:
✪ Training and competence: a fundamental for performance and defence of Employers’ Liability claims.
✪ Managing the safety associated with the major capital expansions at Haydens and Renshaw.
✪ Environmental management in terms of legal compliance, Corporate Social Responsibility and utilities cost.
✪ Ensuring adequate risk management. Protecting our staff and our business from the consequences of accidents and ill health at all of our operating sites.
We have developed our statement on Modern Slavery and Human Trafficking which can be found HERE.
As a responsible organisation we recognise our responsibilities and our commitment to ensuring an ethical approach to our activities remains at the forefront of all we do and throughout our supply chains.
Our commitment and support of the Ethical Trading Initiative continues with successful unplanned audits at Devizes and Liverpool during the year.
Gender Pay Gap Reporting
From April 2017 organisations with over 250 employees are required to publish their gender pay gap. We have one company within our Group which is therefore required to publish their gender pay gap, JF Renshaw Ltd.
Details of their gender pay gap report for 2017 can be found here: