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We are committed to providing a workplace environment where people are safe, engaged and motivated.

Health, safety and wellbeing

At Bakkavor, we promote a proactive safety awareness and accident prevention culture by empowering employees to do the right thing, raise risk awareness and actively support solutions to improve the Group’s performance.

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Health, safety and wellbeing

Recruitment, training and development

People are at the heart of our business. In an increasingly competitive market, it is important that we remain focused on being the local employer of choice for both existing and new talent.

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Recruitment, training and development

Diversity and inclusion

We are committed to equal opportunities in all our employment practices, policies and procedures from recruitment and selection through training and development, appraisal and promotion. We want everyone to have an equal chance to jobs and career progression, no matter their background.

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View Our Gender Pay Gap Report

Diversity and inclusion
  • Health, safety and wellbeing
  • Health, safety and wellbeing
  • Recruitment, training and development
  • Diversity and inclusion

Health, safety and wellbeing

At Bakkavor, we promote a proactive safety awareness and accident prevention culture by empowering employees to do the right thing, raise risk awareness and actively support solutions to improve the Group’s performance.

The health and safety (H&S) culture is based on strong governance processes and driven by the Group Board. We have dedicated health and safety teams in place that define standards and monitor compliance with our workplace health and safety systems. These systems are risk-based and are implemented through the Group’s Health and Safety Management System to ensure compliance with relevant legal requirements.

They include comprehensive audits and unannounced ‘safe site’ inspections carried out by qualified experts, performance monitoring and reporting and a well-established process for capturing and sharing good practice and learnings.

Every month, our Central Technical Team collect site-level performance data across the Group against a range of H&S KPIs as a way of reporting on progress, raising issues and monitoring trends. This is reported directly to the Board.

To foster and embed a positive approach to workplace health and safety across the Group, we have a H&S Forum and our central H&S team provide regular updates and guidance. The team attends our Engineering discussion group and our Manufacturing Forum and communicates key risks and shares best practice initiatives at the Group’s annual Group Employee Forum (GEF) Conference.

We also include two H&S award categories – H&S Culture and H&S Innovation – at our annual Group Responsibility Awards.

Our commitment to ensuring a safe working environment for everyone on our sites has recently been recognised with four awards from the Royal Society for the Prevention of Accidents (“RoSPA”).

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Recruitment, training and development

People are at the heart of our business. In an increasingly competitive market, it is important that we remain focused on being the local employer of choice for both existing and new talent.

Training and development

Our company values are embedded in all the training that is completed at Bakkavor, from a day one induction through to our management programmes and functional training.

We are committed to the training and development of all our employees to ensure they know how to do their job safely and to the best of their ability. We have an in-house e-learning Bakkavor Training System (“BTS”) which enables us to monitor compliance and plan and record training for factory site-based colleagues.

The Group has also enhanced the e-learning system to include a business tool to help with planning labour and analysing skill requirements.

For example, in the UK we have a long-established relationship with the University of Lincoln to deliver English language workshops for colleagues for whom English is not their first language. We also recruit our own English language trainers to deliver the training and support colleagues with coaching in the workplace.

To further support our pipeline, we have a thriving UK Graduate and Apprenticeship Programme which we are extending across our USA and Asia businesses. The Programme, which has opportunities to over 300 Graduates to date, covers a broad range of training specialisms from engineering to product development.

We focus on developing our existing talent by introducing a structured approach to talent planning, looking at both our present and future talent as well as the challenges we face in our talent pipeline.

We have dedicated Group programmes for management and leadership training and development including ‘Recipes for Success’ and ‘Managing for Results’ programmes as well as specific functional training is provided to managers working in our offices.

Responsible recruitment

Bakkavor directly employs around 19,000 colleagues, including 17,000 in the UK alone. Due to the nature of our business, our labour planning must be prepared for seasonal and promotional peaks. Where possible, we fill vacancies through direct recruitment, but we also use agency labour providers to fill short-notice roles. Due to this subcontracting, it elevates our exposure to risks of Modern Slavery – an issue we take extremely seriously.

We constantly assess our own operations – as well as those in our supply chain [link to tab called Human rights] – for labour-related human rights risks. We are active members of the responsible supply chain platform Sedex in a number of ways. As well as using its tools for our auditing processes, we support the work of the Sedex Stakeholder Forum to develop best practice guidance for members and auditors, and are leading the major review of the SAQ (Self-Assessment Questionnaire) with Sedex and a working group of suppliers and retailers.

We audit our UK agency labour providers at least twice per year and all are required to be registered with the Gangmasters & Labour Abuse Authority.

Beyond auditing, it is critical that we raise awareness and monitoring of Modern Slavery risks. To this end, Bakkavor has partnered with Stronger Together – a multi-stakeholder initiative focusing on reducing modern slavery, particularly hidden forced labour, labour trafficking and other third-party exploitation of workers. We have been involved with Stronger Together since its inception, supporting the development of the training workshops as well as the guidance and toolkits that are now available.

We have implemented the Stronger Together Progress Monitoring Tool – an online self-assessment which supports companies to measure progress and to highlight next – as well as the Employer Implementation Checklist at all of our sites. This has helped us to identify a number of focus areas including refresher training needs, response and remediation plans and labour provider management.

We are clear that our values as a business will never be compatible with any form of modern slavery, and as such we will continue to take an active involvement in driving best practice monitoring and action in this area, such as the development of the Clearview Global Labour Provider Certification Scheme and the Responsible Recruitment Toolkit to support capacity building in our business and across our supply chain.

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Diversity and inclusion

We embrace diversity because we believe a diverse workplace is better for our business, our employees and our customers.

At Bakkavor we are committed to equal opportunities in all our employment practices, policies and procedures from recruitment and selection through training and development, appraisal and promotion.

This means that equal opportunities are offered to all regardless of race, colour, nationality, ethnic origin, sex (including gender reassignment), marital or civil partnership status, disability, religion, belief, sexual orientation, pregnancy and maternity, age or trade union membership.

We do all that we can to ensure that everyone has an equal chance to apply and be selected for jobs and an equal chance to be trained and promoted when they work for the Group.

Building inclusion

Beyond our equal opportunities policies, we are actively working to open up employment to a wider range of our local communities. We recently started a ‘Diverse Roots into Employment’ project which involves exploring different ways to recruit hard-to-reach individuals in the community.

For example, our Bakkavor Pizza site in Holbeach works with Centre-Point Outreach, a local charity supporting homeless and disadvantaged people in Boston, Lincolnshire. With help from the Group’s Central Resourcing team, Bakkavor Pizza assisted 17 people into employment and permanent accommodation.

We have also started working in partnership with an Open Prison in Lincolnshire and will be offering open residents rehabilitation placements within two of our Lincolnshire sites.

Engaging employees

At Bakkavor we approach employee communication and dialogue bearing in mind that many of our employees are not desk-based on a day-to-day basis. We provide open channels of communication between employees and management through regular Site Employee Forums (SEFs) and the annual Group Employee Forum (GEF) where matters of common concern are discussed and learnings, best practice and ideas are shared. This enables positive policy development and the communication and discussion of operational changes.

We also publish a quarterly Group newsletter which updates all employees on activities across the Group.

We want to hear the views of our employees, directly from them, on working for Bakkavor, what they like as well as what they would like to change. We do this through our People Survey. From this we are able to focus our efforts to develop and increase levels of employee engagement across the Group.

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