Our governance framework includes policies on behaving ethically as well as complying with regulations
Our Code of Conduct sets out what we expect from our employees and what they can expect from us. It ensures that we act in line with our Core Values, relevant laws and regulations, industry standards and stakeholder expectations.
In addition, our Supplier Code of Conduct provides guidance for our suppliers on our values and commitments and the ethical standards expected by all our stakeholders.
To deliver our purpose and strategy, we want to foster diversity of thought and create an inclusive environment where each person can bring their whole self to work. You can download our Board diversity policy which is reviewed by the Board below.
The committees assist the Board by focusing on specific activities and undertaking deep dive reviews in particular areas throughout the year. They report to the Board on their decisions and actions and make recommendations in line with their terms of reference.
All members of the audit, remuneration, nomination and responsible business committees are independent.
Audit committee
Ensures the effectiveness of the Group’s financial reporting, system of internal controls and risk management and the integrity of our external and internal audit functions.
Reviews and monitors the objectivity and independence of our external auditor and oversees the Group’s policy on non-audit services that may be provided by the external auditor.
Members: Sharon Fennessy (Chair), David Lowden and Jen Tippin
Develops policy on executive remuneration and determines remuneration for our directors and Group management team.
Reviews workforce remuneration and monitors related policies, satisfying itself that incentives and rewards are aligned to the Group’s culture and performance.
Members: Jen Tippin (Chair), David Lowden and Mark Robson
Leads the process for appointments to the Board. This includes ensuring that plans are in place for an orderly succession to the Board and leadership team that takes diversity into consideration.
Reviews workforce policies and practices and monitors their consistency with the Group’s culture, purpose and strategy.
Members: Michael Findlay (Chair), Sharon Fennessy, David Lowden, Mark Robson and Jen Tippin
Reviews the Group’s safety performance and monitors progress to deliver our Total Commitments, regulatory obligations and developments in responsible business reporting.
The following Group policies set out minimum standards for our divisions. Each division may develop these policies further to suit their particular needs.
We aim to provide all our employees with opportunities to develop and balance their working life in an inclusive and empowered culture. The new ideas and innovations that a diverse workforce brings are critical to our future.
We are a large Group with an extensive supply chain. Our approach is to develop long-term partnerships with suppliers whose policies, values and culture are aligned to our own. We take a zero-tolerance approach to slavery and human trafficking and are committed to ensuring that all our employees and subcontractors, as well as the people who work on our behalf, are protected.
Section 172 of the Companies Act 2006 (the “Act”) sets out a director’s duty to promote the success of the company. In accordance with the Act and the Companies (Miscellaneous Reporting) Regulations 2018, a qualifying company is required to include a statement in its strategic report of its annual report and accounts describing how its directors have had regard to the matters set out in section 172.
Morgan Sindall Group plc's section 172 statement can be found on page 14 our 2022 annual report.
The Morgan Sindall Group subsidiaries which meet the qualifying criteria to include a section 172 statement are available below.
