Environmental & Energy Objectives Whistl remains committed to understanding, managing and reducing the environmental impact of our activities through innovation, technology and cultural change. Whistl is also committed to be a responsible energy user and will practice energy e¤ciency in all premises, plant and equipment, wherever it is cost e¦ective and operationally viable. We must comply with all current legislation and other requirements relating to the environment and its protection, plus energy usage, via our Environmental and Energy Policies, Objectives and Management Systems. Health and Safety We have a comprehensive Health and Safety policy which includes all major regulations and a set of KPI’s are set to monitor implementation and e¦ectiveness of this policy. Between 2016 and 2017 we saw a reduction in days lost through injury and lost time by 60% and a 31% reduction in the number of incidents. Within our depots We reduce our environmental impact through setting targets, underpinned by improvement plans and performance measurement. Our largest contributors to carbon emissions are road transport and materials handling equipment in our buildings. Both these areas have seen continued reductions in 2017 with further reductions planned. With our vehicles We have a fully liveried fleet of 167 HGVs using EuroVI and 117 vans using Euro V clean, energy e¤cient advanced engine technology reducing both our fuel bill and our carbon output. We continue to utilise IsoTrak, a market leading logistics and trunking optimisation software tool, to measure our transport environmental impact and set reduction targets. Our Transport Planning and Small Van Fleet teams use the real-time data available to proactively route around tra¤c delays and road closures ensuring the least disruption to our service possible, minimising waste and higher CO2 emissions. Over the last 4 years we have made a six figure saving in terms of fuel e¤ciency. We also operate 50 double decker trailers to optimise the load capacity and reduce the number of vehicles required for collections and mail trunking. We seek to reduce unnecessary travel by encouraging alternative means of commuting, such as car sharing, and reduce travel by using remote conference calls and Skype.
Our People Our people are key to Whistl’s success. The team is smart, commercial, engaging and passionate about Whistl. We recognise their value and invest in development programmes to help them reach their potential. We have developed and implemented various processes across our business to ensure all employees are given opportunities to access tools to support personal and career development. Since 2010 we have been certified to the Investors in People (IiP) Bronze standard for our sta¦ development and training methodology. In 2017 the certification was re-awarded for our ongoing commitment to sta¦ investment. Treating people fairly is important to us and we have clear policies and practices relating to equality, diversity and pay. Diversity We are committed to eliminating discrimination and encouraging diversity and inclusion amongst our workforce and that all employees or workers are treated with respect and dignity. Our aim is to provide equality and fairness for all in our employment and not to discriminate on grounds of age, disability, gender re-assignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation. We oppose all forms of unlawful and unfair discrimination. respect of employment, promotions, performance appraisals, transfers and training. Whistl will appoint, train, develop and promote on the basis of aptitude and ability. It is recognised that sta¦ with disabilities may require reasonable adjustments to their workplace or have equipment provided in order that they may carry out their normal duties. The company will endeavour to provide reasonable solutions for such situations. All employees are also made aware of our policies and procedures as well as processes to challenge any treatment they deem to be unfair. The company is committed that the workforce whether part-time, full-time or temporary are treated fairly in
22 Corporate Responsibility | Whistl Annual Report 2017
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