4y
Thank you for your review, your feedback helps us to identify areas where we can improve. We agree that we have a great executive team supporting and leading our organisation and we’re pleased that you have benefited from the flexibility we provide. We believe our flexible working policies such as working a nine-day fortnight, allow our colleagues to have better work/life balance and be happier when they’re in work.
We truly appreciate our colleagues, and we are committed to ensuring a fair and transparent pay structure. We review all salaries annually, taking into account the economic background, national and local, benchmarking and the responsibilities of each role. We also offer enhanced sick pay, death in service benefit, a health cash plan and access to an employee assistance programme for all colleagues.
I’m really sorry to hear that you didn’t feel heard and had a negative experience within your team. We want all our colleagues to feel valued and I am disappointed to hear this wasn’t your experience. As an organisation, we strive to create great days at work for all our colleagues. We do not tolerate bullying and support our colleagues to report any concerns they have, so we can take action to resolve and create a work environment our colleagues deserve. To support this, during our welcome inductions we highlight all the processes and policies in place to all new colleagues joining our organisation. These policies are also available to everyone throughout their employment. Colleagues can also contact our board, executive team and our chief executive through our open door policy, should they wish to do so.
Our ‘Raising concerns at work’ guide sets out several options where our colleagues can report any concerns either openly or confidentially and provides guidance on what to do if have you raised concerns and feel the outcome is not satisfactory. Our satisfaction, engagement and culture surveys also provide a confidential way to tell us what we should keep doing, where we can do better or raise issues we should be aware of. Should a colleague decide to leave us they have the opportunity to attend an exit interview with someone who is not connected to their reporting line, enabling them talk openly and freely. Additionally, we have a whistleblowing procedure for anyone who feels the other options in place are not suitable.
I am saddened you felt you could not report the concerns you had and would like to assure you that when issues are raised, they are dealt with sensitively, professionally and robustly. Whilst you are no longer a member of the Hafod team I would welcome the opportunity to have a conversation with you about your experiences, either in confidence or openly. Alternatively, you could reach out to our chief executive Jas Bains.
I have included our contact details below and encourage you to get in touch.
Kind regards,
Karen Rosser
Corporate Director – People, Communications and IT
Karen Rosser karen.rosser@hafod.org.uk
Corporate Director – People, Communications and IT
Jas Bains jas.bains@hafod.org.uk
Chief Executive
