|Carlton recognises that the people it employs are critical to its business success. Carlton is a socially responsible employer.Carlton has a professionally qualified Human Resources department which reports to the Group Human Resources Director who sits on the Group Executive Board of Carlton Communications Plc. Human Resource management within the Group is aligned to a strategic framework, that is approved by the Board, and which covers organisation design, resourcing, performance, development, reward, communication, diversity and health & safety.
Line managers are recognised within Carlton as the key people managers within the business. Carlton equips its managers to manage, assess and develop their teams. Carlton runs management briefing sessions for line managers on core management activities from Diversity and Health & Safety to Performance Review. Specific management training and development needs are identified through managers’ own performance reviews.
Performance reviews are conducted formally for the majority of employees at least once per year. Individuals’ training and development needs are identified at the performance review to supplement training needs that Carlton has identified as core for specific groups of employees.
Formal policies are in place for key areas of employment, for example Equal Opportunities, Sexual and Racial Harassment, Recruitment, Discipline, Grievance, Internet and e-mail use, Health and Safety, and Family Friendly measures, and are brought to the attention of employees via direct issue, induction, briefings and training.
Carlton is a competitive employer in terms of compensation and benefits with bonus and share option schemes in place to reward contribution and ally incentives with business objectives.
Company-wide communication takes place via two-way meetings, briefings and the intranet. Consultation takes place on key employment issues with employee representatives, direct with individuals and trades unions where appropriate.
The Company does not discriminate between employees or potential employees on grounds of sex, sexual orientation, marital status, religion, colour, race, ethnic origin, age or disability. Full and fair consideration is given to the recruitment, promotion and training of disabled people. To enable the appointment, or continued employment, of a disabled person reasonable adjustments are made to the job, workplace, or way in which the work is organised and retraining provided wherever possible. This year Carlton has launched a disability action-plan which has included traineeships in production for disabled employees.
Carlton sets and manages standards in relation to equal opportunities, for example via its recruitment standards and guidelines, access to training and promotion and legal briefings for managers. Employees are made aware of the Company’s position on equal opportunities and diversity via policy, induction and briefings. In addition, managers receive diversity awareness training.
Carlton has introduced a corporate-wide health and safety management system that is endorsed by the Group Executive Board and reinforced through a structured training programme cascaded from the Chief Executive to individual employees. Carlton has similarly introduced a whistle blowing policy across the Group.