Northern Powergrid (Northeast) plc
Strategic Report for the Year Ended 31 December 2022 (continued)
Employees
Business Plan commitment:
To emphasise the importance of leadership and high standards of performance by engaging,
collaborating and working with employees and their trade union representatives.
Performance during the year:
As Pandemic restrictions eased, an enduring approach to agile working was launched,
allowing eligible colleagues to adopt flexible ways of working. This enhanced the Company’s ability to attract new talent
whilst fostering teamwork and collaboration. Alongside, the Company continued to develop its health and wellbeing offering
and in support, appointed a new occupational health partner.
In relation to development, training sessions on topics which formed part of the Diversity, Equality and Inclusion plan were
provided to further promote a more inclusive culture. Routine training also continued in key areas such as customer service,
cyber security and management development. In 2023, the Company’s leadership offering will be refreshed in line with the
Berkshire Hathaway Energy Performance Management Framework.
During the year, 41 new recruits (2021: 38) joined the Company and Northern Powergrid (Yorkshire) plc’s workforce renewal
programme. At 31 December 2022, the Company had 1,281 employees (2021: 1,228).
Further information concerning how the Northern Powergrid group is supporting gender diversity in the energy industry can be
found in the Northern Powergrid Group’s gender pay gap report via the Northern Powergrid Group’s corporate website.
Employee engagement
The board and senior management team keep employees and trade union representatives informed of and involved as
appropriate in developments that may impact them now or in the future. This approach has been chosen as the most effective
way of interacting with employees due to the combination of collectively bargained and personal contract holders. In support
of this process, the Director of People and Change routinely reports to the board and the Health and Safety Committee to
ensure that the views of employees are considered and to facilitate the discussion of and any subsequent decision making in
respect of employee related concerns or issues.
Consultation for collectively bargained employees is agreed with trade union representatives in the form of a constitutional
framework. In addition, all employees are consulted to establish their views and identify key priorities using employee
engagement surveys.
During the year, the President and Chief Executive Officer, members of the board and senior management team provided
regular updates on financial, organisational, safety and customer service performance. As social distancing measures eased, the
executive directors engaged directly with employees during operational and office-based site visits, and induction and
graduation events. Communication with employees was delivered via various channels including group wide text messages to
quickly disseminate key information concerning safety, the Pandemic and Major Incident Management Plans, regular
briefings, line manager conversations, meetings with trade union representatives and utilising the Northern Powergrid Group's
intranet.
The Berkshire Hathaway Energy code of business conduct ("Code of Conduct")
The Northern Powergrid Group has adopted the Code of Conduct, which details the commitment to ethics and compliance with
the law, provides reporting mechanisms for known or suspected ethical or legal violations, and establishes minimum standards
of behaviour expected of all employees. In support of this, a "speaking up" process is in place enabling all employees to raise
concerns of unethical acts, malpractice or impropriety (including bribery or corruption), and an anonymous help line operated
by an independent company is also available. All colleagues complete an annual online training programme covering the
requirements of the Code of Conduct.
Employment of disabled persons
The Company’s policy is to provide all protected groups, including disabled people, with equality at work in respect of
employment, training, career development and promotion, having regard to their aptitudes and abilities. Should any member of
staff become disabled during their employment, the Company will make reasonable adjustments, wherever possible.
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