At Kinovo, we believe the key to mental wellbeing at work, is to have the right people in the right roles, with the right support.
We know that our team spends most of their week at work, which can blur the lines between their private and work lives. As such, we take a holistic view of their welfare by ensuring we look after both their mental and physical wellbeing. We are also sympathetic to challenges that a staff member may have at home and finding difficult to shake off during work hours. We have mental health workplace responders who can help spot signs of stress and can positively intervene. Our bi-annual pulse surveys can also highlight areas where staff are struggling with their mental and physical wellbeing, or perhaps both. We recently introduced additional holiday days to every member of staff and ensure that they are taken periodically throughout the year. Moving forward our support will include an Employee Assistance Programme (EAP), which means partnering with an external specialist company to help support our staff members whenever they need it.
At Kinovo, we believe the key to mental wellbeing at work, is to have the right people in the right roles, with the right support.
We know that our team spends most of their week at work, which can blur the lines between their private and work lives. As such, we take a holistic view of their welfare by ensuring we look after both their mental and physical wellbeing. We are also sympathetic to challenges that a staff member may have at home and finding difficult to shake off during work hours. We have mental health workplace responders who can help spot signs of stress and can positively intervene. Our bi-annual pulse surveys can also highlight areas where staff are struggling with their mental and physical wellbeing, or perhaps both. We recently introduced additional holiday days to every member of staff and ensure that they are taken periodically throughout the year. Moving forward our support will include an Employee Assistance Programme (EAP), which means partnering with an external specialist company to help support our staff members whenever they need it.
Wellbeing
Improving health and wellbeing, as well as community integration
People: Empowering hearts and minds
Recruitment
Kinovo recruits a wide range of staff based on the diversity of services we offer, with our team of over 200 employees ranging from apprentices, back-office support, skilled engineers and right through to the senior management team. We always aim to employ staff from the communities we serve and operate in. We endeavour to attract and retain the best talent, but to also help those struggling to get on the career ladder or having to re-enter the job market, including those made redundant during the pandemic.
Training and development
We feel passionately about developing every single one of our team members. Our analysis of their skills indicates their talents and technical abilities today and how they can be supported to achieve their full potential in the future, which is discussed as part of their annual appraisal reviews. This helps guide and map our employees’ career paths and personal development plans by providing internal and external training courses, intensive on-the-job training and support from experienced colleagues.
Diversity, equality and inclusion (DE&I)
We have an incredibly diverse workforce, so our current focus is to ensure this diversity extends to every level and every department across Kinovo. For example, 69% of our workforce is currently male. We are enhancing the metrics we gather to highlight any areas where we can be more diverse and inclusive. Part of this process is the upcoming establishment of our Diversity and Inclusion Internal Council, which (can also be considered a focus group), which will be the interface between our ESGM committee and our workforce. This liaison means various groups can be heard in good time, with the Board acting on any recommendations.
Pay levels and fairness
Kinovo recognises that the salaries our staff receive provide security and stability. We commit to various minimum wage schemes, such as the Living Wage, and we look to pay above these levels wherever possible. We are also seeking to pay above these levels and to train and develop our staff so they can add more value to clients, elevate their pay and feel more fulfilled professionally.
Plus we are enhancing our metric gathering and tracking processes, so we do not focus only on standard metrics (i.e., the gender pay gap), but we can also ensure there are no other pay biases based on demographics, such as ethnicity
Left: Dawn Kemp – Group HR Director
Right: Lucy Venables – Group HR Administrator
Health and Safety
As an ISO 45001 employer, our employees’ Health and Safety (H&S) is at the forefront of how we look after our staff. Family members expect their loved ones to come home at night, safe and well. Our robust H&S policies and programmes aim to have all staff perform their duties with the minimum chance of injury. Frequent training via written communication, training courses and toolbox talks ensures our staff are as aware of their safety as we are.
Nerhan Yilmaz – Group HR Recruitment & Training Administrator Nerhan Yilmaz Nerhan Yilmaz Nerhan Yilmaz Yilmaz
Employee engagement
We have good and collaborative working relationships with our staff. It is deeply important to us that we give our staff the ability and platform to share their views with us, hence launching RWORLD – our intranet platform for file sharing and internal news.Plus, we will begin bi- annual pulse surveys this year, covering the following key themes:
