Improving Lives
Improving Lives in 2021
Social value
circa 1,500 social value projects
£29.4m social value impact
Over £2,800 impact per employee
Mears Foundation
£60k grant donations to support local community projects
Health & safety
Accident frequency rate: 0.19
Fairness & inclusion
92% of colleagues shared EDI data
100% of managers trained in EDI
Gender pay gap of 22%
Employee turnover of 22%
Our aim is to become a carbon neutral organisation, whilst helping clients create safe and sustainable places that will have long-lasting benefits for their communities.
Social value
circa 1,500 social value projects

£29.4m social value impact

Over £2,800 impact per employee
Mears Foundation
£60k grant donations to support local community projects
Health & safety
Accident frequency rate: 0.19
Fairness & inclusion
92% of colleagues shared EDI data

100% of managers trained in EDI

Gender pay gap of 22%

Employee turnover of 22%
From a solid baseline, our aim is to create an environment that is ‘fair for all’, which enables customers, colleagues and communities to thrive by improved: social impact, health, safety and wellbeing, Employee Value Proposition and fairness and inclusion.
Sustainable Development Goals
Promoting fairness & inclusion
Our Goal
By 2025 we will aim to achieve:
36% of women in leadership positions
12% Group representation of black, Asian and other ethnicities
Gender pay gap of 19%
Colleagues consider us a leader
Our Plan
Maximising current recruitment processes to ensure they are bias free and encourage job opportunities for all
Publish first ethnicity gap report, with 98% of colleagues sharing EDI data
Achieve leading Gold standard fairness & inclusion accreditation
Insight-led approach to ensuring our workforce reflects our local communities
To eradicate under-representation and pay disparity in all job roles
All colleagues across the business to receive fairness & inclusion training
Achieve Disability Confident Employer status
D&I targets to be embedded in managers’ performance and reward schemes
D&I ‘consolidation’ training for managers – periodic (every 3 years)
Contractual requirement for suppliers to provide evidence of how they are addressing D&I
Attracting & retaining talent
Our Goal
By 2025 we will aim to achieve:
Employer of choice recognition
90% of all apprentices secure work at Mears or another organisation, on completion of their apprenticeship
Employee turnover of 18%
Our Plan
Develop a competitive Employee Value Proposition, including standard and flexible benefits
Deliver an enhanced approach to talent management
Promote internally and externally the Mears Brand and Employee Value Proposition
Year on year growth, in percentage, of overall recruitment from underrepresented groups
Implement Voice of Colleague forum, chaired by Employee Director, to enable even bigger employee voice
Maintain approach to ensuring all employees are paid the real Living Wage or above
Maintain governance to ensure no inappropriate Zero Hours contracts
Promote Mears’ flexible working offer linked to wellbeing to support attraction and retention
Improving health & safety
Our Goal
Accident frequency rate of below 0.25
Win the RoSPA Industry Sector Award, which recognises best H&S performance in the sector, by 2030
Our Plan
Maintain all ISO accreditations
Retain RoSPA Gold Award
Maintain a team of professionally qualified Safety, Health and Environment Managers to support the business
Maintain robust policies and procedures to ensure health and safety compliance
Conduct regular audits and inspections across the business to monitor compliance
Monitor and invest in new technologies as they become available
Boosting health & wellbeing
Our Goal
Continually evolve a Board-driven wellbeing strategy, the importance of which is regularly communicated to the workforce, that ensures the health and wellbeing of our colleagues
Our Plan
Mental Health First Aider in 100% of contracts and departments
Tailored and enhanced Employee Assistance Programme (EAP)
Access for all employee to voluntary health services and programmes
Enhance support for vulnerable colleagues
Enhance flexible benefits package and contractual terms to support access to opportunities
Maintain focus on employee engagement and help tackle the challenges of wellbeing and mental health
Raising social value
Our Goal
All contracts must have a yearly social value plan contributing at least £5k, per employee, of social value
We will grow Mears Foundation grant giving to over £200k per annum
Our Plan
Develop Social Return on Investment reporting to focus more on qualitative outcomes and personal impact
Build on engagement with supply chain
Year on year increase in use of volunteering hours
Lobbying Government for a more transparent and consistent measure of social value
Read our stories
See how we improve lives in practice
All downloads
Take a look at all our ESG policies, procedures and reports