"This will ensure that Weir is an exceptional place to work and belong and somewhere that we can all do the best work of our lives. I am profoundly committed to ensuring we are unrelenting in our pursuit of zero-harm and I believe that the safety, physical and mental health and wellbeing of our employees are intrinsically linked. We want everyone at Weir to know that we care - that it’s ok not to be ok and that we prioritise mental wellbeing. We are pro-actively working to maintain a healthy, supported and resilient workforce, a fundamental building block for successful, meaningful and sustainable growth for us all.”
Jon Stanton, CEO
The aim of the Health and Wellbeing Framework is to ensure our people (employees and contingent workers) have access to a wide range of resources in support of their broader Health and Wellbeing, including mental wellbeing, at any time, no matter what is going on at work or in their personal life.
Through local action and resources we aim to ensure that everyone at Weir can:
From a global perspective, in 2022 all of our Senior Leaders attended a Wellbeing & Resilience session, helping them connect to purpose, identify what triggers different moods and make changes to the working day to take regular recharge breaks. We continue to encourage our leaders to role model the right behaviours in support of the health and mental wellbeing of our people. This will ensure that everyone at Weir knows that “it’s ok to not be ok” and will enable us all to support each other to be safe, feel good, grow and succeed.
We also hosted a global ‘Living Well, Feeling Great’ webinar series which included sessions on nutrition, exercise, sleep and stress and each was attended by around 700 of our global employees.
Different regions and sites also ran locally developed initiatives such as Mental Health First Aid programmes, Employee Assistance Programmes (EAPs) local mental health awareness events, social activities and webinars.
Our commitment to the mental health and wellbeing of our employees is a common thread throughout our global employment policies. Whether it is digital wellbeing guidance given in our internal Social Media and Messaging Policy, encouraging applicants to ask for help and adjustments via our Global Recruitment Policy when applying for roles, or in our Learning & Development Policy, we are serious about offering practical support to employees and candidates. We also reflect the link to Mental Health & Wellbeing in our global Inclusion, Diversity & Equity policy. We are actively looking for opportunities in our employee lifecycle to emphasise the importance of mental wellbeing. We are working with our local HR teams to adapt local policies, ensuring the support we offer will be highlighted in conduct and grievance policies, recognising that employees may need extra support in these circumstances.
In 2024 we introduced an important milestone in our commitment to prioritising the mental health of our employees. As part of our ongoing efforts to enhance transparency, accountability, and our dedication to achieving a culture of zero harm, we have introduced a new Health & Wellbeing Key Performance Indicator (KPI) which focuses specifically on mental health, alongside other strategic and non-financial metrics to measure the Group's performance. These metrics are aligned to our We are Weir strategic framework and linked to executive remuneration.
This decision represents our unwavering commitment to putting our values into action and ensuring that the mental health of our people, their broader wellbeing and our commitment to zero harm remains at the forefront of everything we do.
By measuring and reporting on Health & Wellbeing with a KPI, we are taking concrete steps to ensure that the objectives set within our Health & Wellbeing Framework are being met.
In the 2023 Annual Report, we have provided prospective disclosure of the 2024 balanced scorecard, as part of the Directors’ Remuneration Report (DRR). The balanced scorecard forms part of the Group Executive’s annual bonus measures and within the 2024 measures, the following Health & Wellbeing target is included:
Target Performance: Maintain our Tier 2 ranking and improve on our 2023 CCLA Corporate Mental Health benchmark score
Progress and achievement against the target will be provided in our 2024 Annual Report, expected to be published in March 2025.
We recognise the importance of listening to our people when it comes to designing Health & Wellbeing solutions at Weir.
We use our regular global employee survey to ask our people about how supported they feel when it comes to their mental health and wellbeing. This insight enables us to take a proactive and preventative approach to employee health and wellbeing by considering how our various health and wellbeing initiatives and support are impacting employee engagement, and allows us to involve employees in the design of solutions, as teams work together on the feedback they share.
For example, in every survey we ask questions including, “Employee health and wellbeing is a priority at Weir.” and “I have the necessary mental and physical health to perform effectively at work.”
The insights from these questions allow us to measures employee perceptions of our efforts to prioritise employee physical, mental, and social wellbeing.
Examples of how the insights from our global survey have been used to design mental health and wellbeing solutions can be found in our AME, China and APAC case studies. All of these regions used employee feedback to further enhance and design their wellbeing (including mental wellbeing) offerings to people in those regions.