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 increased from 144 in 2015 to 191 in 2016. The accidents that resulted in absences of up to seven days have increased from 38 to 43. The figure for major incidents of over seven days absence has decreased from 28 to 20.
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.
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.
Chiswick Green is an excellent example of a collaborative BAM project which has achieved the high expectations set at the design stage.The six-storey office building contains 8,733m2 of modern, open-plan working space with a high specification finish.
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.