Our workforce is a vital factor within our CSR, and it consists of four components: health and wellness; flexible working; diversity and inclusion; and personal development.
Health and Wellness
Without adequate support, mental health conditions can affect a person’s confidence and identity at work, capacity to work productively, absences and the ease with which to retain or gain employment. Our Health and Well-being policy outlines the measures we have implemented to promote good mental health and well-being, including prevention, stress management and employee support. Alongside this policy, all of our directly employed staff receive a health plan where they are entitled to an Employee Assistance Programme, which provides unlimited telephone counselling, expert support and information 24 hours a day, 365 days a year. The health plan also offers over 50 hours of mindfulness and meditation courses, mental well-being tools, and a range of well-being exercises to improve mental and physical health.
Employees can request flexible work related to their number of hours, the times they work or where they work. Nonetheless, such arrangements must be acceptable to both the employee and TCC.
We have around 500 employees working from home and implemented Bring Your Own Device (BYOD), enabling employees to work around the UK using their own electronic devices. This is part of our CSR strategy as it has been reported that remote working can be beneficial in terms of increased productivity, and less commute time can positively impact our employee’s work-life balance.
Diversity and Inclusion
Our overall commitment to equality lies in a fundamental belief in the right of all our customers and employees to be treated with dignity and respect and guaranteed freedom from unlawful discrimination on the grounds of age, sex, marital status, disability, colour, ethnic or national origin which is supported by our Labour Standards policy.
Additionally, we are a Disability Confident Committed company. This accreditation ensures our recruitment process is inclusive and accessible, that we can make reasonable adjustments in our workplace, and that we can retain staff who may become disabled.
We continue to invest in our employees by providing training and development opportunities. We have many employees completing an apprenticeship qualification, enabling them to excel and develop their skills. We also ensure that any training provided enables our employees to do their jobs better and, thus, make a positive contribution to our results.