Health and Wellbeing
98% of BAM employees feel mental health is an important issue
We actively work with our workforce and supply chain to eliminate accidents and injuries. The number of no lost time incidents reduced from 201 in 2014 to 144 in 2015. The accidents that resulted in absences of up to seven days have increased from 26 to 38. The figure for major incidents of over seven days absence has increased from 13 to 28.
Initiatives such as Safe2Start briefings each day and before new activities commence, and the annual BAM Worldwide Safety Day, have given a massive boost to health and safety awareness. Dedicated and accredited courses in risk assessment, fire and control of substances hazardous to health (COSHH) have helped all seven of our construction regions to achieve the President’s Award from The Royal Society for the Prevention of Accidents (RoSPA).
We support our employees' well-being by:
BAM encourages our employees to achieve a good work life balance and the company subsidises a staff sports and social club that offers regular social and sporting events around the country.
We are increasing our focus on supporting mental health. In 2014, we promoted the use of our confidential Employee Assistance Helpline, and conducted a confidential survey among staff so we could assess their awareness, understanding and experience of mental health issues.
More than 300 employees became Dementia Friends, understanding more about dementia and learning what it is like to live with it.
In 2014 our staff continued to benefit from our BAM Benefits Scheme which provides employees discounts from leading retailers. So far, employees have saved around £119,000.
Our people are our greatest asset. That's why we invest in their personal development and training so they can have a satisfying career with us and perform to the highest standard.
This starts with the award winning development programmes undertaken by our trainees and graduates that prepare them for their careers with BAM and help them achieve professional recognition.
The BAM Personal Development Review process allows all employees to assess their capacity against competence framework and identifying areas for further development. The training needs arising from these reviews are then addressed through a comprehensive training programme including management skills, health and safety, new technology and commercial awareness.
In 2015, our learning and development team delivered 7,500 days of classroom based training - three and a half days per employee. This represents a significant increase on previous years.
It's important to BAM that we involve employees in maintaining and developing our ethos. Our Executive board stages an annual roadshow at nine locations throughout the UK to provide updates on company performance and strategy and to hear the views of employees.
Our intranet, social media channels such as Yammer, Twitter and Facebook, regular newsletters and an annual magazine highlighting individual employee and team achievements, distributed company-wide, also keep our staff up to date.
Sir Charles Kao University Technical College (UTC) combines academic and technical learning in science, engineering and computing. BAM designed and built the three storey timber framed UTC with large, open plan learning areas to encourage exchange of knowledge and ideas, as well Computer Aided Design (CAD) studios, science laboratories, 3D printing rooms and an intelligent studio flat to test new technology.
The new £20 million Orchard Hotel incorporates a business lounge, restaurant, bar area, outside terrace, gym and four meeting rooms. Other features include floor-to-ceiling windows, bespoke furniture and unique decor throughout.
The new SEN Stanley Park High School reused the site of the last long-term hospital for people with learning disabilities, Orchard Hill Hospital, which closed in 2009.