Bellway Employees

The quality of our developments, the standard of our customer service, the strength of our business strategy and the value we deliver for our stakeholders are all a result of the people who, together, make up Bellway.

Overview

  • The total number of Bellway employees increased by 8.7% to 2,595 (2016: 2,387)
  • 245 of our site managers hold NVQ Level 6 (or equivalent) qualifications, up 14% (2016: 206)
  • Training days were increased by 434% to 10,518 (2016: 1,970)
  • Training days per employee increased to 4.24 (2016: 0.84), a 404% increase
  • 92 apprentices and graduates are employed in the business, a 11% increase (2016: 83)
  • A record 49 NHBC ‘Pride in the Job Awards’ were received (2016: 43)
  • 10 Bellway Site Managers won awards at the 2017 NHBC Health and Safety Awards (2016: 5), including the National Award in the large builder category and the National Runner-up award in the multi-storey category
  • Employee turnover fell to 21.2% (2016: 23.4%)
  • We estimate that our construction activities support between 29,000 to 30,000 jobs, both directly and indirectly through sub-contract labour and our supply chain

Performance against 2016/17 target

We will increase the number of training days per employee compared to 2015/16 levels

4.24 training days per employee were delivered, five times the level of 2016 (0.84). In total 10,518 training days were delivered (2016 - 1,970) while training hours totalled 54,613 (2016 - 11,825)

We will develop a more structured and integrated programme for graduates, trainees and apprentices by 2018

Various new apprenticeship programmes were started along with a bespoke structured Trainee Assistant Site Manager programme. A graduate schemes will be reviewed in 2018

Comparative Data

Percentage of homes developed on Brownfield Sites

Percentage of homes developed on Brownfield Sites

For the 2017/18 Bellway financial year, we have set a range of targets across our three CR themes (Environment, Construction, and Society and Economy). We have prioritised these targets and published our top 12 priorities across the themes for this financial year. This approach allows us to focus our efforts on the areas of greatest impact, while continuing to work internally on our additional targets.

Below you can find our public targets relating to energy.

 

We will develop a more structured and integrated programme for graduates, trainees and apprentices by 2018

 

Training and Development

The success of our business relies on us having a skilled and competent workforce, and developing our people remains a key priority for us. We are increasing the number of training hours and investing in the development of our Site Managers and Assistant Site Managers with NVQ Level 6 qualification or above.

The Bellway Learning Hub, an online learning platform launched in 2015/16, continues to provide e-learning courses and online resources for new and existing employees. It allows the delivery of a deliver a wide range of mandatory and developmental training across the entire Group as part of our commitment to further improve the learning and development opportunities available to our employees.

Communication

We encourage the sharing of good practice through regular meetings across a number of disciplines and divisional management teams often visit other regions to exchange information on issues of importance, including new materials or build techniques, new house type designs, training and new working practices.

InTouch, an external third party company, provide Bellway with a confidential reporting service known as SpeakUp, allowing our people a confidential way of raising concerns anonymously, should they wish to do so.

We also publish an internal Bellway newsletter to keep our 2,500+ people informed about news, issues, initiatives and events across the Group.

Employment Policies

We believe in treating all our employees and contractors fairly and responsibly. We have policies and procedures in place to ensure that equal opportunities are provided to all existing and prospective employees of Bellway, irrespective of age, colour, disability, ethnic origin, gender, marital status, nationality, parental status, race, religion, belief or sexual orientation.

In addition all employees, whether part-time, full-time or temporary, are treated equally, with all decisions around recruitment, promotion, training (or other matters affecting employment) based solely upon aptitude and ability, as reflected in our Equality Policy.

We also operate a range of additional policies and procedures to safeguard our employees/the company and to provide additional welfare benefits:

  • Adoption leave policy; bereavement leave policy; bribery policy; bullying and harassment procedure; flexible retirement scheme; flexible working policy; grievance procedure; job share policy; maternity leave policy; parental leave policy; time off for dependents policy; time off for study policy; whistleblowing procedure.

We act in accordance with the Modern Slavery Act 2015 and we publish a slavery and human trafficking statement on our website.

Employee Benefits

We offer a competitive salary and benefits package, including pension, life assurance and private medical scheme. Our employees are also able to acquire shares in Bellway through our savings related share option scheme and to purchase Bellway homes at a discounted price.

We operate an Employee Assistance Programme through which employees can speak to an advisor (24 hours a day, 365 days a year) on a range of issues, including financial concerns, relationship worries, bereavement, stress and anxiety.

We also support the young families of our employees by promoting the use of childcare vouchers, providing parents with a tax saving, and we work hard to be flexible when considering maternity and paternity leave, including a phased return to work, flexible hours or job sharing where feasible.

Case Study Case Study

Health & Wellbeing

As part of Bellway’s developing relationship with our national charity partner, Cancer Research UK (CRUK), CRUK nurses have been visiting a few development sites in the North East as part of an awareness roadshow. The nurses are on hand to highlight the main causes of cancer, give advice on how diet and lifestyle change can reduce an individual’s risk of cancer and to answer any questions the site team may have.

Sun Awareness Campaign

The sun is an important part of our lives. Sunny days have a positive impact on our mood and can benefit our health by providing our bodies with essential Vitamin D. Unfortunately, exposure to the sun can also present risks. Too much exposure to the sun’s ultraviolet (UV) rays can lead to skin cancer, the most common of all cancers. With a number of our employees working outdoors, we are working with our charity partner, Cancer Research UK, to deliver sun safety and awareness messages across all of our sites. This includes highlighting expected daily UV levels on site hazard boards during the summer months, (giving low, medium and high rating for expected levels) and providing advice regarding the precautions to take (use of sunscreen, covering up exposed skin etc.).

Apprenticeships

The construction industry continues to face a skills shortage, with the demand for labour increasing with ongoing growth in the sector. Recognising that an aging workforce would see longer term skills shortages continuing to impact on our business, we have created a set of structured apprenticeship programmes and increased the number of apprentices and graduates within our operating divisions.

In Wales, two commercial apprentices have joined the Cardiff offices working in surveying & buying teams. Harri Morgan and Oliver Bowcott both attend college one day and one night per week working towards their Construction & Build Environment level 3 qualifications with aspirations to become fully qualified Quantity Surveyors. On the Always development site in Newport, 2 apprentices are currently undertaking their level 3 NVQ qualifications in their respective fields (Jamie Murray – bricklaying; Jay Johnson – carpentry). Both Jamie and Jay have aspirations to move into site manager roles in the future.

In our North East Division, apprentice joiner Daniel Lowery has been impressing during his time with Bellway. Currently in his 2nd year of training, Daniel has been named Intermediate Apprentice of the Year 2016/17 by New College Durham. In addition he has picked up the Isaac and Alan Berriamn Apprentice of the Year 2016/17 award and has won the Intermediate Special Recognition 2016/17 award for his progress.

 

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