Bloomsbury is a people business, and the success of our business is in large part driven by the expertise, passion and commitment of our workforce. Our colleagues are a key asset of the business and our employment policies and
practices are directed at creating a workplace that attracts, motivates, develops and retains high-calibre employees. Effective engagement with employees is an essential aspect of achieving this.
Bloomsbury has in place a wide range of effective mechanisms to engage with employees. A key element of our engagement strategy is our Employee Voice Meeting (“EVM”) programme. This programme allows employees to have
their voices heard directly by senior management and by the Board. EVMs are held routinely throughout the year, with a selection of employees from different levels across the Group being invited to attend scheduled meetings by
rotation. These meetings provide every employee of Bloomsbury with
the opportunity to share their views on Bloomsbury’s strategy, communications, training, compensation and benefits, and other matters of concern or interest to them with Bloomsbury’s senior management and the Board. Meetings are chaired by members of the Executive Committee on rotation, and Non-Executive Directors are also invited to attend these meetings. Employees are encouraged to share their honest views on the understanding that the matters discussed will not be attributed to particular individuals in the reports, which are provided to the other members of the Executive Committee or the Board on the outcomes of the meetings. The Executive Committee and the Board are provided at each of their respective meetings with the minutes of EVMs on an anonymous basis together with a list of the key themes arising out of EVMs.
This form of engagement with employees across the Group enables senior management and the Directors of Bloomsbury to keep a finger on the pulse of the organisation and to gain unfiltered feedback from employees on Bloomsbury’s strategy, communications, employee compensation and benefits, and approach to employee development, as well as employees’ views on the senior leadership team overall. The Board and the Executive Committee discuss and approve new policies based on the outcome of these meetings.
EVMs also provide an effective means for the Board and senior management to monitor the Company’s culture in
order to ensure that it aligns with the Company’s values and purpose, and continues to support the delivery of the Company’s strategy.
Other mechanisms, in addition to EVMs, through which Bloomsbury engages with employees including:
Bloomsbury’s formal appraisal programme also provides the opportunity for colleagues to give and receive feedback on performance
and discuss opportunities for career development.
In response to the coronavirus pandemic and the transition to working from home by Bloomsbury’s workforce globally, we have significantly increased the frequency of communications with employees with the objective of providing
clear guidance on measures
being taken by Bloomsbury in response to the pandemic, and to provide assistance, support and reassurance to employees in the face of the challenges posed by the crisis. This has included regular communications from the Chief Executive to all staff, including
by way of online Town Halls, daily updates from Bloomsbury’s Health & Safety Committee, the establishment of numerous online social networks to enable colleagues to connect with one another during the period of lockdown and social distancing, and the provision of access to private medical consultations over the telephone.
The senior management team monitors staff-related KPIs (e.g. joiners and leavers) on an ongoing basis in order to assess the
effectiveness of the Group’s policies and practices in attracting and retaining talent.
We have a diverse workforce and management team led by a gender diverse Board. The majority of senior managers and employees worldwide in the Group are women. As at 29 February 2020 the number of employees by each gender is:
In line with UK regulations, Bloomsbury has provided information on its gender pay gap in the UK (see www.bloomsbury-ir.co.uk). We have benchmarked our Gender Pay Gap against the publishing industry and will continue to identify best practices that can reduce the pay gap.
We recognise that attracting talented people from all walks of life enriches our business and performance and the lives of our employees. Diversity and inclusion is essential to our productivity, creativity and innovation, and
to creating an environment in which our employees feel able to do their best work. A Diversity and Inclusion Working Group was established during 2019 with the aim of
fostering a working environment that is welcoming and supportive of differences and individual wellbeing, while at the same time promoting an inclusive culture in which our workforce feels connected by a common purpose and shared values.
During the year, the Company asked all UK staff to participate in a Diversity and Inclusion survey in order to gain a better understanding of the demographics of our workforce and identify areas of priority for the Diversity and
Inclusion Working Group to address. Some of the actions we have taken in response to the survey and to promote diversity within Bloomsbury (as well as
to support increased diversity within the wider publishing ecosystem) are as follows:
The Board, supported by the Nomination Committee, oversees the diversity and inclusion initiatives across the Group and is committed to developing a strong and diverse talent pipeline in connection with effective succession planning. The Board receives regular updates on strategic HR initiatives across the Group with a view to ensuring that the strategies in place are effective in promoting a culture that upholds Bloomsbury’s principles of inclusion, diversity and equality.
updated every 15 minutes
Annual General Meeting
Preliminary announcement for the year ended 28 February 2021