people.
When our people thrive, our customers and communities benefit.
Our people value proposition is built around living our values through meaningful work and contribution, growth and development, and creating a collaborative culture.
How we do things at SCC is just as important as what we do and it’s important that people can be themselves at work.
Our FY23 engagement surveys, Culture Club sessions, and focus groups, armed us with the information and ideas we needed to make positive changes for the people who work here and those who will join our business.
Our employee net promoter score has already risen in 2023, but we’re keen to move from having a good score to a great one.
We introduced core hours, dress for your day, enhanced our flexible benefits, and encouraged our colleagues to lead the way when it comes to putting our people first.
We want to attract, retain, grow, and develop the best talent in our industry.
We launched our new talent hub to support internal mobility and enhance the candidate experience.
We also redesigned and relaunched our induction programme to better align new colleagues with our shared vision, values, and culture and help set them up for success.
With 38 apprentices in place in FY23, our scheme provides on-the-job training, dedicated mentoring and support, and access to our state-of-the-art SCC Training Academy, funded by the Rigby Foundation.
We’ve worked closely with colleges and training providers to develop diverse, rewarding, structured apprenticeship programmes, linked to clear career paths.
learn more.
Sixty of our leaders took part in a senior leadership development programme, delivered through PUSH, to support them to lead the way as we transform our business.
And, as well as our successful external apprenticeship programme, we’re also doing more to ensure our managers are supported.
Our in-career apprenticeship programme launches this autumn to build colleagues’ skills and qualifications.
We know the value of bringing people with different backgrounds, experiences, personalities, and skills together, and we’re proud of our inclusive culture.
Our employee-led diversity and inclusion groups are open to all and have been the driving force behind making us a more inclusive employer.
Since their launch in March 2022, they’ve gone from strength to strength, growing from 32 members to just over 200.
Back in January, we launched our neurodiversity subgroup – wired – to support our neurodivergent colleagues and allies.
We want to be a leading neuroinclusive employer and harness people’s talent, skills, creativity, innovation, and passion and make sure everyone gets the support they need to shine.
our groups.
Access (accessibility, featuring ‘wired’ our neurodiversity sub-group)
SCC Rainbow Network (LGBTQ+)
Race, ethnicity and cultural heritage (REACH)
Science, technology, engineering, maths (STEM)
Wellbeing
NOW (Network of Women)
Young Professionals
REACH (race, ethnicity, and cultural heritage)
Our Founder’s Award-winning REACH group continues to educate, raise awareness, and take positive action.
As well as celebrating a range of cultural and religious events, the group’s executive sponsor, Dennis Badman, committed to the actions included in Business in the Community’s Race at Work Charter as we became signatories.
Rainbow Network (LGBTQ+)
This group has also won a Founder's Award and has developed a digital guide, covering topics such as how to be an ally, held awareness events in collaboration with our vendor partners, and shown that pride's not just for June.
25% of our people have worked for us for at least 15 years.
Our Ignite Graduate Scheme, work with universities, and our apprenticeship scheme bring more talented people to SCC and we want to create a place where they’ll be able to grow their careers.
Our Young Professionals network has:
Surveyed our young colleagues to understand their needs and experiences better.
Created an online information hub.
Engaged our talented young people with creative communications.
Focused on what we can do to support their careers here.
access (featuring wired).
We joined Neurodiversity in Business, and built our charity partnership with CASBA, who delivered an inclusion workshop pilot this summer.
Our group also secured funding for ten colleagues to undertake a British Sign Language course and is working to make sure our internal and external communications are accessible, authentic, clear and concise.
We launch our neurodiversity policy and our updated reasonable adjustments procedure this year.
The group has also worked with the Talent team to develop hiring manager guidance to support neurodivergent candidates.
Access also responded to the Buckland Review of Autism Employment, supported by charity Autistica and the Department for Work and Pensions (DWP), earlier this year.
“We’re putting policies, procedures, and practices in place to support neurodivergent colleagues and candidates. Being different can be exhausting. If we do all we can to make SCC a place where diverse minds can thrive, everyone will benefit.”
During FY23 we started to encourage colleagues to share their diversity data to help us shape our future and continue our focus on creating a diverse business that represents the clients and customers we serve.
We’re committed to gathering and reporting more of our diversity data and know it will help us to put plans in place to address inequalities.
We want to encourage more women to get into tech. Initiatives such as our STEM Ambassador work, and NOW’s introduction of Mindful Return, to support colleagues throughout their pregnancy journey and beyond.
Our women are winning awards for their work, using their voices, lifting up other women, and supporting others to have belief they can succeed in a male-dominated industry.
Women earn £1 for every £1 that men earn when comparing median hourly pay.
Their median hourly pay is 0.5% higher than men’s and bonus payments were made to 45.1% of women and 37.5% of men.
Our next gender pay gap report will be published in April 2024 in line with government requirements.
Mean hourly rate - male
25.64
27.91
26.41
29.36
28.12
Mean hourly rate - female
22.49
23.38
20.93
25.90
Mean GPG %
12.3
16.6
20.7
20.4
7.9
Medium hourly rate - male
18.55
19.60
16.92
21.11
19.10
Medium hourly rate - female
15.57
16.43
15.67
16.81
17,47
Median GPG %
16.1
16.2
7.4
8.5
Mean bonus pay (£) - male
16,097
19,578
18,861
17,597
19,170
Mean bonus pay (£) - female
13,457
12,690
13,079
11,331
12,429
Mean Bonus Gap %
16.4
35.2
30.7
35.6
Medium bonus pay (£) - male
6,071
7,100
6,094
5,000
6,427
Medium bonus pay (£) - female
5,489
5,750
5,590
4,829
4,466
Medium GPG %
9.6
19.0
8.3
3.4
30.5
Proportion receiving bonus (%) - male
41.0
31.6
39.0
33.0
Proportion receiving bonus (%) - female
50.4
49.0
39.5
47.5
49.2
No. of full pay relevant employees
1,687
1,703
1,842
1,274
1,492
Real Living Wage
We are proud to be accredited by the Real Living Wage Foundation as a Real Living Wage (RLW) employer.
99.36% of all colleagues receive the Real Living Wage (RLW), with our first-year apprentices being the only exception.
Our payroll process ensures that all new starters receive the RLW with annual checks in place for all employees.
Our contractors are also paid the RLW, specified through service contracts.
Our Wellbeing diversity and inclusion group delivers initiatives and projects to support colleagues.
We’ve trained 70 Mental Health First Aiders across our UK business, signed the Menopause Pledge, and continue to explore how we can best support colleagues.
Our employee assistance programme provides colleagues with 24/7 support, whenever they need it, and our flexible benefits package is built with health and wellbeing in mind.
Colleagues at our Birmingham HQ can take advantage of our on-site gym.
Our health and safety policy underpins our activities and covers all aspects of our business. We’ve also achieved Level 2 certification in the Disability Confident scheme.
We monitor and continually improve our performance in this area and are an ISO 45001 accredited business and members of Achilles, CHAS Contractors Health and Safety Scheme, and Safe Contractor.
