Challenge: To ensure a safe and inclusive working environment for our colleagues and others
Alongside providing an inclusive working environment, it is vital that Genus conducts its activities in line with the highest practicable health and safety (H&S) standards. We have a duty to protect employees and others from possible injury or harm resulting from the work they do with us.
We aim for continuous improvement and compliance with all relevant H&S regulations through:
- Consultation and employee involvement.
- Integration of H&S practices into our operations and procedures.
- Promotion of H&S awareness at all levels of the Company through training and communication.
- Implementation of monitoring systems to identify areas of non-conformance and preventative measures.
At Genus, H&S is not a responsibility assigned to a particular person or part of our organisation. Rather, it is an integral part of everyone’s role. It starts with our Management and Leadership, who set a personal example by following our health and safety rules every day, and support colleagues’ health concerns, including around mental health.
It’s management's role to communicate our policies and to celebrate and promote our H&S successes, but there needs to be broad ownership of the issues across the organisation. This means engaging everyone who shares the responsibility for helping Genus work well. We aim to make information and training available that is quick and easy for all to understand, so that they can fulfil their obligations to themselves and each other.
That means taking care of their own physical and mental health and personal safety, and that of others who may be affected by their actions at work. We also make it easy for our colleagues to report any specific queries or concerns relating to H&S at work, so that any potential issues can be identified and resolved quickly.
Our FY24 goals
- Achieve at least a rolling 5% year-on-year reduction in recordable injury frequency rate, equivalent to at least 2.24 or less.
- Maintain or improve employee engagement, by:
(i) implementing ‘Your Voice’ Action Plans and publishing the key opportunities in our FY24 report.
(ii) launching an awareness campaign of Company values.
(iii) increasing the proportion of female employees recruited or promoted to M-Grade roles (target new female appointments: minimum 33%; stretch 50%).