6.Communication with stakeholders The Directors seek to foster
The Audit Committee, consisting of the Independent Non-Executive Director (as chairman), the Executive Chairman of the Board and other Board members attending by invitation as appropriate, ensures that material risks both inherent and emerging are identified and managed appropriately. The Audit Committee meets annually. Robust internal processes exist to ensure systems and controls operate effectively, and that the quality and integrity of information provided is reliable. 5. Remuneration The Group’s Remuneration Policy and compensation practices were kept under review by the Remuneration Committee throughout 2022, with a view to ensuring that they were consistent, and promoted effective risk management and were aligned to the Group’s business strategy, values and long term objectives. Remuneration for the Directors and the senior managers in the Group is set by the Remuneration Committee which reviewed the remuneration packages of all executive Directors, and certain senior managers within the Group for 2022, with a view to ensuring that executive performance was remunerated not only on financial performance, but also on qualitative measures aimed at preserving the legal, regulatory and reputational health of the Group. The Board is committed to improving the Group´s Gender Pay Gap. The Group´s latest Gender Pay Gap Report (see pages 16 and 17), which was reviewed by the Board prior to publication, is available on the company’s website at www.whistl.co.uk.
effective stakeholder relationships aligned to the Group’s purpose. The Board is responsible for overseeing meaningful engagement with stakeholders, including the workforce, and having regard to their views when taking decisions. The Group undertakes an annual employee engagement survey, MySay, and we have consistently achieved an overall Engagement score that is above the average for our sector, (see page 15). The Group keeps employees up to date on strategy and performance through a variety of channels, including formal leadership events, employee briefings, the Employee Forum and a digital employee communication tool. Regular meetings with the Employee Forum have continued on a quarterly basis and are supported by members of the Executive Board. The Group issues a regular monthly communication to all shareholders and investors which includes the monthly performance of the business as well as its performance in the year to date. The communication provides an assessment of the company’s position and prospects and its latest news. Whistl Group is wholly UK resident and commits to complying with all relevant laws, rules, regulations and reporting and disclosure requirements in relation to its tax activities alongside maintaining an open and honest relationship with all relevant tax authorities. Whistl’s tax strategy can be found at https://www.whistl.co.uk/corporate- documents The strategic report on pages 4 to 37 is approved on behalf of the Board.
Manoj Parmar Director 25 May 2023
Whistl Annual Report 2022
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