People

We are committed to creating a great place to work…

…because if our people are happy, our customers are happy.

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We care about our people and value their opinion.

We work hard to ensure Greggs is a great place to work and that our people feel valued.

Now in its second year, our dedicated employee health and wellness initiative ‘Balanced You’, which covers four key areas: healthy eating and drinking, keeping active and physically well, healthy social life and good relationships, and positive mental wellbeing, received a Bronze award from Better Health at Work.

Roger Whiteside signed the Time to Change Employer Pledge, illustrating our long-term commitment to raising awareness about the importance of mental health and wellbeing at work and helping to break the culture of silence around mental health.

We believe in equality, diversity and inclusion.

At Greggs we are committed to treating our people equally and ensuring that everyone – no matter what their background, race, ethnicity or gender – has an opportunity to develop. We are signatories to the National Equality Standard and are committed to supporting the development of all our colleagues, in particular our talented female colleagues, as we work towards reducing our gender pay gap. We have made good progress with this in recent years and at Board level have exceeded Government guidelines with 43 per cent of our Board being women.

Rewarding our colleagues

We pay all of our people more than the National Living Wage (not just those over the age of 25).  We share ten per cent of our profits with employees and in 2018, we shared a record £9.2 million as a result of our strong performance.

We invite our people to join the Greggs Share Incentive Plan, letting them reinvest their profit share into Greggs shares as well as an annual share save plan, allowing them to save money to buy Greggs shares at a discount.

Development and training

We have created a Career Pathways Programme to support the development and training of our brilliant people. We listen to our people and have developed channels for them to provide feedback including employee suggestion scheme 'Your Ideas Matter' and our annual Employee Opinion Survey. We are proud that our Employee Opinion Survey engagement score has increased by two per cent over the last two years, which means 82% of our people feel connected to Greggs and committed to helping us achieve our goals.

We offer a Greggs Apprenticeship Programme which includes retail and engineering apprenticeship schemes, open to both current employees and external applicants between the ages of 16 and 23.

We keep our people safe by raising awareness of areas of risk and encouraging our teams to take these more seriously.  In 2017, we reduced reportable accidents in our reportable accidents in our retail and supply chain by more than five per cent.

Giving people a 'fresh start'

We’ve a long-standing history of working with people from disadvantaged backgrounds, including ex-offenders. At Greggs, we believe that by not overlooking any potential employees because of their past, we can select the right person and develop them to their full potential. The passion and energy for work that comes from people who are given an opportunity to kick-start their careers, or to turn their lives around is clear for all to see and as a business, we feel extremely motivated to do all we can to give these people a ‘fresh start’.

Our dedicated programme, ‘Fresh Start’, offers support to the many people who find gaining employment through conventional routes more difficult. Fundamentally the programme aims to help break the cycle of re-offending by demonstrating that ex-offenders can play a meaningful role within business. We believe our programme addresses societal issues such as high unemployment and re-offending rates.

We feel we have a duty to make a difference to local communities by providing those at a disadvantage with opportunities to move their life on and as a result, we have recruited some very committed, loyal individuals. We believe that by helping one offender on their journey, we will also impact upon their families and the communities in which they live. Whichever role that they have been successfully recruited for, our candidates are selected for their personality, abilities and skills set and not their conviction.

Through the Fresh Start programme, which began in 2012, we have supported (interviewed/worked with) 2,000 individuals with previous convictions. We have employed one hundred people and of those, 32% now hold some form of a Management role.

Our 'Fresh Start' programme has been recognised as an example of best practice by BITC, the Ministry of Justice and CBI.

We are also proud of our partnership with Release Scotland, established in early 2018, we look forward to driving awareness and sharing our experience as an employer to help others realise the benefits of recruiting people with convictions. If you would like any more information about our programmes, or find out how you could get a 'fresh start' with Greggs, please get in touch at: fresh.start@greggs.co.uk

Health and Safety Standards

For more information on our approach to health and safety click here.