Our sustainability framework: People

People are the beating heart of retail. Our people are also owners of this business and are deeply committed to the customers they serve.

It’s what we do.

Our strategy for improved sustainable employment
is based on four aims:

1. Enhance and embrace a culture of diversity and inclusion.
2. Embed ethics into our everyday business decision-making.
3. To create a supportive workplace culture.
4. Create a fair deal for colleagues.

Aim 1: To enhance and embrace a culture of diversity and inclusion. 

What we are already doing

1. DIFERA accredited employer. We abide by the principle that Diversity, Inclusion, Fairness, Equality, Respect and Acceptance is at the heart of what we do.
2. An internal working group has been set up with an action plan to educate, support and promote a culture of D & I.
3. Conducted accessibility audits in our trading locations and head office. Hearing loops, disabled toilets and wheelchair access are in place. Sunflower lanyards were introduced for colleagues and customers to highlight where a person has a hidden disability.

How we will achieve our aims

✔ Develop a D & I strategy and framework in line with a people strategy to ensure that we continue to value, recognise and develop colleagues in a diverse and inclusive way.

✔ Participate in work placement schemes through Skills Jersey, GET, JET etc. as well as offer employment opportunities to local schools and colleges to promote D & I in the recruitment and selection process.

✔ Focus on enhancing our culture of D & I with industry-leading policies & procedures and the roll out / facilitation of D & I workshops.

✔ Collate meaningful D & I metrics to embed into our new HR systems and feedback from colleagues surveys to track progress and continuously improve. 

 

Aim 2: Embed ethics into our everyday business decision-making. 

What we are already doing

1. Adhering to our internal governance processes, policies and procedures.
2. Staying abreast of industry trends, legal updates and best practices.
3. Our senior team lead by example in abiding with the above and living the Coop values and principles.

How we will achieve our aims

✔ Create an ethical decision-making framework that is linked to the Coop values and principles, as well as industry trends and best practices that can be used by all colleagues across the business.

✔ Develop training workshops for all managers to launch the framework and align and integrate our values and principles into our everyday business decisions, which can be cascaded to colleagues.

 

Aim 3: Create a supportive workplace culture.

 

What we are already doing

1. Launched mental health first aiders training across the CI Coop to provide early intervention with colleagues who may be developing a mental health issue and also to provide support and guidance to those with one. We currently have 15 mental health first aiders.
2. Regular training provided to managers to help them develop and support their teams both personally and professionally.
3. Introduced an ‘agile and remote working’ policy to support the differing working needs of our people.
4. Introduced up to 15 paid hours per year for colleagues to participate in volunteering initiatives of their choice.
5. Employee Assistance Health Programme available to all colleagues through our healthcare provider, which includes access to counsellors.

How we will achieve our aims

✔ Publish our mental health and wellbeing policy, including a mental health toolkit for colleagues and leaders.

✔ Launch our mental health toolkit across the Society, which includes information on what mental health is, useful case studies, how to manage and support mental health as well as a ‘let’s get healthy’ programme of activities.

 

Aim 4: Create a fair deal for colleagues.

What we are already doing

1. Reduced the pay gap across our pay grades by eliminating one of the pay grades.
2. All colleagues across the CI Coop are paid above the minimum wage. We are confident that we are leading with pay and benefits within the retail sector in the Channel Islands.
3. Increased our colleagues discount level from 5% to 10% and introduced enhanced ad-hoc discount days.
4. Introduced a new and more equitable performance related pay scheme that all colleagues are eligible to participate in and benefit from.
5. Increased our starting holiday allocation for colleagues from 20 days to 23 days.
6. Relaunched a new colleagues recognition scheme GEM, to recognise and reward colleagues that are Going the Extra Mile.
7. Provide health & medical cover for all colleagues across the Society who work 12 hours and above.

How we will achieve our aims

✔ Develop a Pay and Reward strategy with the aim to be recognised as an Employer of Choice and ensure that we continue to attract, motivate colleagues in an equitable and fair way.

✔ Continue to seek feedback from colleagues around pay and reward and respond according to the feedback, in line with the Pay and Reward strategy.

✔ We are committed to conducting a full pay and benefits review for all colleagues.