Our people contribute to the culture and are the driving force behind our success. In return we aim to be a caring organisation where everyone feels valued and appreciated. Our key principle is that ‘it is not just what you do, but how you do it’ that is important.
We are committed to providing a safe, fair and inclusive workplace. Our aspirations and 2030 goals outline our focus for making Morgan a better place for our people:
|Our aspiration||Our 2030 goals|
Attraction and retention
To help solve our customers’ challenges, we need to recruit and retain a diverse range of professionals, including materials scientists, application engineers, functional specialists and salespeople. We are therefore evolving our strategies for recruiting and developing talent. In 2021 we increased the size of our internal talent acquisition team and have leveraged our direct sourcing approach to widen our external talent pool. In addition we launched a new talent acquisition platform.
We continue to ensure that our candidate lists are diverse and have a more inclusive approach using assessment to inform decision making. We have made some key internal development moves, which have positively impacted retention of our high potential talent.
Developing our people
We want every employee to perform at their best, reach their full potential and feel rewarded for what they do. In 2021, each employee received on average 13 hours of training (2020: 8 hours), and we have continued to increase our volume of virtual training blended with face to face. In addition we launched new language training (now available to all our people) and saw a 10% take up in the first month.
We completed the conversion of our supervisor training to enable virtual and blended delivery, as well as more traditional classroom delivery. This included increased support for the line managers of participants to ensure the learning was embedded successfully.
Engaging our people
Effective engagement enables our employees to contribute to improving our business performance. We keep employees informed about what is happening across the business, including Company financial results, major business decisions, and other matters which affect them.
In 2021, we engaged our people on our new execution priorities and longer-term aspirations. The initial communication to our leadership population was delivered virtually, utilising innovative technology allowing leaders to participate and explore the topics. The priorities have now been communicated by our leadership teams to all our people, using mini engagement sessions, and through the use of posters and newsletters (at site level). Our aspiration is for all employees to understand and engage with our longer-term ambitions so that they can both relate to and contribute to them. We are keeping our people updated on our progress through internal channels, such as Yammer and the intranet and through external social media. We continue to leverage the virtual engagement approaches we initiated in 2020, coupled with encouraging face-to-face engagement within country.
We have increased communication with our people on key Morgan topics, such as sustainability and inclusion, where we are looking to evolve our culture. In 2022, we are investing in a global engagement app to improve our ability to communicate and engage all our people, regardless of any language barriers, to ensure a better cascade of messaging.
In late 2021, we conducted our employee engagement survey ‘Your Voice’, where 77% of our people participated. Responses reconfirmed the need for a continued focus on our investment in technology and infrastructure, career development and collaboration.
Find out more
Diversity plays on important role in the experiences each of our team members has at Morgan.
Our Gender Pay reporting highlights the journey we are on.
Our passionate people give back to their local communities.
We protect our people with the Morgan Human Rights Policy, which is applicable to all our businesses worldwide.