We want to be a great place to work, where people are recognised for their unique abilities and contribution. UKOS has achieved Investors in People accreditation to support being the very best we can be and realising the potential of our people

Putting people at the heart
of our strategies is how we succeed.

Goals and performance are central throughout our business; people want to excel and they want to be the best. At the same time, we remain very people-focused. People matter. This deeply rooted ethos finds expression in a range of talent development programmes within the UKOS business.

FAIR WAGES AND DECENT WORKING CONDITIONS

Whatever job a person holds, they share the same rights to earn enough to meet their basic everyday needs and those of their family. We support the principle of equal pay for jobs of equal value – independent of race, gender, age or other life situation -and we are working to achieve this, including developing an approach to close the gender pay gap.
HEALTH & WELLBEING IN THE WORKPLACE

Whatever job a person holds, they share the same rights to earn enough to meet their basic everyday needs and those of their family. We support the principle of equal pay for jobs of equal value – independent of race, gender, age or other life situation -and we are working to achieve this, including developing an approach to close the gender pay gap.
GROWING TALENT, FULFILLING POTENTIAL

We want each one of our people to have the conditions and competence to perform brilliantly and continuously develop themselves and our business. Because when our people grow, our business grows too. We focus on developing talent inhouse, building competencies suited capability.
REMOVING BARRIERS TO EMPLOYMENT

A person’s life circumstances make no difference to their potential to contribute to the workplace. By breaking down the barriers that might prevent someone from seeking, accessing or maintaining work, we gain access to a broader pool of talent. We are exploring ways to enable people experiencing poverty, disadvantage or other barriers to employment.
CO-WORKER COMMUNICATION

Open communication is key to sharing points of view, helping us to learn and improve. We encourage open conversations between employees and their managers and seek formal feedback about what it is like to work at UKOS through our annual survey for all our people.
WORKING WITH OUR SUPPLIERS

Our supplier code of conduct sets out minimum requirements for environmental, social and working conditions when purchasing products, materials and services. Suppliers comply with our code of conduct to ensure that a consistent approach to securing the right conditions is applied across the UKOS value chain.
SUPPORTING YOUNG WORKERS

Engaging children in work that deprives them of their right to simply be a child is not acceptable – especially if that work is potentially dangerous or impacts their education and development. We take any suspected cases of child labour within our supply chain very seriously. and we investigate any suspected case.
MIGRANT WORKERS IN OUR SUPPLY CHAIN

More people are seeking work away from home – sometimes through choice, sometimes out of necessity. The recruitment of migrant workers can provide income and help fill employers’ skills gaps. We work with our suppliers and service providers to ensure they undertake recruitment responsibly.

Supporting quality
of work life balance.

81% OF EMPLOYEES WOULD RECOMMEND UKOS AS A GOOD PLACE TO WORK

95% OF EMPLOYEES FEEL VALUED BY THEIR MANAGER

91% OF EMPLOYEES HAVE FLEXIBILITY TO TAKE TIME OFF WHEN NEEDED

95% OF EMPLOYEES FEEL THEY ARE RECOGNISED AS INDIVIDUALS

91% OF EMPLOYEES FEEL LIKE THEIR WORK GIVES THEM A FEELING OF PERSONAL

50% OF OUR MANAGERS ARE WOMEN

86% OF EMPLOYEES BELIEVE THEIR MANAGER CARES ABOUT THE FEEDBACK THEY GIVE

91% OF EMPLOYEES ARE PROUD TO BE A MEMBER OF THEIR TEAM

95% OF EMPLOYEES FEEL THEIR WORK CONTRIBUTES TO THE GOALS OF UKOS

100% OF EMPLOYEES HAVE RECEIVED 20+ HOURS TRAINING (IN THE LAST 12 MONTHS)

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    HEMEL HEMPSTEAD

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