Our vision

To be the preferred employer for the very best people in our sector by providing an entrepreneurial environment that offers opportunities for our people to develop and thrive.

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Our approach

To attract, retain and grow a talented and diverse workforce, providing equal opportunities for all while nurturing a sense of pride in being part of Vitec.

Our employees are the best in the sector, our greatest single asset and critical to our success. Their attitude and abilities, experience and market knowledge, talent and commitment create a culture that supports product excellence, creativity and integrit y.

We monitor and improve important areas to our people, ensuring that we have consistent policies and processes to acquire, engage and retain our best talent. Initiatives focus on wellbeing, working environment, sustainability, diversity, employee benefits and training.

We have comprehensive benefits packages to support employees and remain competitive globally.

We also aim to provide our employees with an engaging and stimulating entrepreneurial environment where they are encouraged to learn and develop.

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Relevant SDGs

    

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Our employees are the best in the sector, our greatest single asset and critical to our success. Their attitude and abilities, experience and market knowledge, talent and commitment create a culture that supports product excellence, creativity and integrity.

We monitor and improve areas that are important to our people, ensuring that we have consistent policies and processes in place to acquire, engage and retain our best talent. Initiatives focus on wellbeing, working environment, sustainability, diversity, employee benefits and training. We have comprehensive benefits packages to support employees and remain competitive globally.

We also aim to provide our employees with an engaging and stimulating entrepreneurial environment where they are encouraged to learn and develop.

95% of employees feel that their safety, health and wellbeing are a high priority for the Company

Employee engagement plus

Understanding how our employees feel about working for Vitec and whether they have any issues of concern is immensely important to us. The Board has designated Caroline Thomson as the independent Non-Executive Director responsible for employee engagement for the past four years.

In 2021 we continued with our proactive approach. Firstly, in May we carried out our second all-employee survey, focusing on five questions covering health & safety and wellbeing, culture and values, communications and satisfaction of working for Vitec. 83% of employees responded to the survey, which showed:

  • Our people are highly engaged
  • Our people feel that health & safety and employee wellbeing are priority for the Company, that the Company behaves in the right way and is communicating appropriately
  • All questions received over 89% positive feedback
  • Concerns raised focused on when and how people returned to the office during the pandemic, increased workload, and employee wellbeing

Feedback on the survey was reported to the Board at its June Board meeting and shared with Divisional management to take steps to improve the employee experience. We plan to repeat further all-employee surveys in future years since they provide an invaluable insight into how our people view working for Vitec.

Secondly, in October 2021, Caroline Thomson held our fourth employee engagement session, this time with employees in our Production Solutions Division. The session involved a detailed overview provided by Nicola Dal Toso (Divisional CEO) and Penny Wisdom (Divisional HR Director), covering progress within the Division since the last review in 2019 and the impact of the pandemic upon employees. The review covered:

  • Working practices in response to the pandemic, including flexible working practices
  • Talent management
  • Communication
  • Gender diversity including a target to achieve 40% females in the workforce within ten years and measures to achieve this
  • The integration of Quasar following its acquisition in April 2021
  • Our Human Resources team
  • Priorities around employee engagement (leadership, people management, meaningful work, work environment, growth opportunities and Action4Good initiatives focused on ActionAid and Rainforest Trust)

Caroline Thomson followed up with individual sessions involving up to 12 employees from each site of Bury St Edmunds, Shelton and Cartago to hear first-hand from employees how they felt working for Vitec Production Solutions and to hear any issues of concern. Feedback was very positive and was subsequently shared with Divisional management and the Group Board.

We plan to repeat the employee engagement session in 2022 with our Imaging Solutions Division and our European Services business.

Sharesaveplus

We offer the Sharesave Scheme to all our employees in the UK, US, Italy, Costa Rica, France, Germany, Singapore, Hong Kong, Japan, Australia, New Zealand and Israel. Sharesave allows employees to save a fixed monthly amount up to £350 with the option to purchase a fixed number of shares in the Company at a discount of up to 20% on the share price at the time.

Sharesave is extremely popular with over 70% of the Group’s employees participating in the scheme and is recognised as a valuable benefit, demonstrating the close alignment between our employees and shareholders. As popularity increases, we have specifically enhanced communication across the Group to ensure it is well understood and to encourage as many employees as possible to participate in the scheme. Face-to-face presentations have been held at sites, and communications have been translated into local languages.

Employees have been specifically excited about the Company’s recent share price growth. They were happy to see the extension on the Sharesave scheme following the approval of a ten-year renewal at the 2020 AGM, and we would like to continue to extend this opportunity to as many of our valued employees as possible.

Employee wellbeingplus

Employee wellbeing remains a top priority for the Board. We continuously review and improve processes across the Group to look after staff and improve employee wellbeing.

Our assistance programme provides free and confidential support to all employees and their families on a range of matters, including counselling for emotional and psychological support, practical guidance and support on legal, financial, family and work matters, and online health and wellbeing resources such as videos, podcasts and downloads. The service is confidential and freely delivered by a third-party company; it remains accessible 24 hours a day, 365 days a year. We continue to roll this programme out, translating it into the local languages commonly used throughout the Group.

95% of employees feel that their safety, health and wellbeing are a high priority for the Company

Imaging Solutions employees are given access to local gyms at a subsidised cost to improve employees’ physical and mental health. The Division promotes a healthy work-life balance and has invested in reducing the prices of after-school clubs and summer camps to assist employees with young children.

Family picnics, parties and wellness activities have been organised throughout the year at all Creative Solutions sites to increase collaboration and mixing across the Division. Where necessary, employee engagement activities were planned through Zoom to ensure staff working from home were not isolated and could maintain relationships and contact.

Production Solutions supported charities as part of the Action4Good programme to impact communities while engaging employees and improving their wellbeing. In September, employees raised £12,500 for two charitable organisations, Rainforest Trust and Action Aid. Participation from employees was excellent, and the initiative was a huge success with 270 people involved, completing 3,000+ hours of exercise. The money raised for the Rainforest Trust protected 3,250 acres of rainforest, which will store over 552,000 tonnes of CO2e.

Learning and developmentplus

Training and development

In 2021, Imaging Solutions invested c.£125,000 on employee training programmes. The focus was to capture both technical and soft skills, for example, health and safety, communication, leadership and problem solving. Imaging Solutions also ran a dedicated a leadership training programme for 50 female colleagues.

Upskilling employees is an important focus, and Italian language courses are offered to non-Italian employees across the Division. There are currently nine employees on our English Language Programme in Production Solutions at our Costa Rican site, and we intend to increase this number over time.

In 2021, Production Solutions invested £50,000 into improving training for employees across the Division. Health and Safety training was enhanced, and a robust individual development plan (“IDP”) was developed. Development and training requirements specific to each employee can now be captured and implemented. The IDP has been very successful across the Division and will be reviewed half-yearly to assess progress and introduce continuous improvements based on specific employee feedback.

People management training was scheduled for 20 managers across our Production Solutions US sites in early February 2022. We partnered with the American Management Association to offer our employees the best training resources.

Creative Solutions employees have been working with Growth Space, the world’s leading employee development platform, providing access to 1-to-1 coaching, mentoring and personalised Group programmes. This programme is being piloted at our Irvine site, and we intend to roll this out to all sites.

All US employees across the Creative Solutions Division are enrolled in general training, including health and safety, GDPR and sexual harassment. Relevant employees also have role-specific training such as product management, sales and strategic management. Leadership and management development training is in place at the Israel site and we plan to roll this out to other sites alongside diversity training for managers.

We aim to enhance how we capture and report all employee training across the Group in 2022.

Appraisal system

The Imaging Solutions Division has introduced a new appraisal system to improve personal career reviews.

Responsible hiring (Hire2Develop)

Production Solutions invest in junior colleagues by offering training in additional areas as part of its Hire2Develop strategy. This programme has been incredibly successful, and 69 career expansions have been awarded between 2019 and 2021.

Diversity and inclusionplus

We strive to employ a diverse workforce and foster an equal opportunities culture.

Gender diversity - 70% men, 30% women (over a five-year period we aim to increase the numbers of female employees across the Group)

Our approach to diversity follows a strict policy of sourcing the best person for the role irrespective of race, gender, age, religion, sexual preference or disability, and our Code of Conduct sets out an express prohibition on discrimination of any kind.

We have developed a new D&I strategy with targets and action plans tailored to address our industry and actively recruit more female employees. Over the next five years, we aim to increase the number of female employees across the Group to improve the Group’s overall gender diversity from 70% men, 30% women. At a senior leadership level, we expect the ratio of women to be at least 30%. However, post-pandemic the labour market is increasingly competitive in several of our key locations and our focus is on recruiting the right person for each role.

Flexible working policies are in place across our three Divisions and are open to all employees.

Applications for employment by disabled persons are always fully considered, bearing in mind the respective aptitudes and abilities of the applicant concerned. If employees become disabled, all reasonable effort is made to ensure that their employment within the Group continues. The training, career development and promotion of disabled persons should be, as far as possible, identical to that of all other employees.

 

Download our Diversity Policy

Health and safetyplus

The health and safety of our people is of utmost importance, and we operate to stringent standards at all of our sites. We have a Health and Safety Policy, setting out guidelines for preventing accidents and work- related ill-health. The policy is regularly reviewed and updated to address emerging risks such as COVID-19.

When faced with COVID-19, the Group implemented appropriate measures to follow local government advice and ensure a minimum Group-wide standard. Appropriate risk assessments for those working on-site and remotely were prepared, communicated and adhered to. We have continued to track and record instances where our employees have been infected or self-isolated. Aside from COVID-19 measures, we have continued to operate to a high health and safety standard, ensuring the safety of our people and have continued to share best practices across the Group.

We provide clear guidance for the control of health and safety risks arising from work-related accidents. Our objective is to eliminate all accidents on site. To further strengthen our health and safety protocols and practices, each site undergoes a third-party independent audit of our standards every three years.

All accidents and near misses are reported whether they result in absence from work or not. Remedial actions are identified and implemented to prevent repeat occurrences. Reporting is prompt, and any accident resulting in over three days absence is reported to senior management and the Group Chief Executive within 24 hours. Every month the health and safety performance of each Division is reviewed with Divisional Health and Safety representatives, the Group Risk Assurance Manager and the Group Company Secretary. We ensure that corrective measures are implemented and that best practices and lessons learned are shared. Health and safety performance is regularly reviewed with the Operations Executive and covered at every Board meeting.

All major sites have health and safety committees that hold regular meetings to review health and safety performance.

In 2021, the new acquisitions of Quasar, Lightstream, Savage and in early 2022, Audix, were fully integrated into the Group’s Health and Safety Policy and procedures to ensure that new acquisitions are operating to high Group-wide health and safety standards.

Our five-year accident record details the number of accidents resulting in over three days’ absence from work across the Group. There were no such accidents in 2021, consistent with 2020 and compared to two in 2019. We also detail accidents resulting in less than three days absence and near misses. Each event is thoroughly investigated and remedial action is taken where necessary. There have been no work-related fatalities since the Group began collating health and safety statistics in 2002.

Five-year accident history

2021
0 accidents resulting in over three days absence No accidents resulting in over three days absence for the second year in succession. This represents 0 accidents per 100,000 employees. Average number of employees in 2021 was 1,784.
43 accidents resulting in three or less days absence
128 near misses Near misses include events or circumstances that could have resulted in an accident.
2020
0 accidents resulting in over three days absence This represents 0 accidents per 100,000 employees. Average number of employees in 2020 was 1,569.
42 accidents resulting in three or less days absence
110 near misses Near misses include events or circumstances that could have resulted in an accident.
2019
2 accidents resulting in over three days absence This represents 117 accidents per 100,000 employees. Average number of employees in 2019 was 1,714.
54 accidents resulting in three or less days absence
112 near misses Near misses include events or circumstances that could have resulted in an accident.
2018
2 accidents resulting in over three days absence This represents 116 accidents per 100,000 employees. Average number of employees in 2018 was 1,723.
58 accidents resulting in three or less days absence
99 near misses Near misses include events or circumstances that could have resulted in an accident.
2017
7 accidents resulting in over three days absence This represents 418 accidents per 100,000 employees. Average number of employees in 2017 was 1,675.
46 accidents resulting in three or less days absence
93 near misses Near misses include events or circumstances that could have resulted in an accident.

The Production Solutions’ sites in Cartago, Costa Rica and Bury St Edmunds, UK, and the Imaging Solutions sites in Bassano and Feltre, Italy, were certificated with the standard UNI EN ISO 45001. Therefore, over 700 employees of the Group are covered by accreditation on health and safety. This management system audit helps build a framework to manage health and safety impacts and meet legal compliance.