We have a family of enthusiastic and creative people who are committed to delivering the best quality, value and service for our customers and who live and breathe our values every day.
Our Joules family continues to grow and with it, so does our focus on recruiting, retaining and developing the best possible people, as well as maintaining and enhancing the working environment and culture which we are so proud of at Joules.
We continue to develop our employee offering, expanding existing areas as well as launching several new programmes. During the year we:
improved the maternity/paternity/adoption benefits for our people
increased the employer pension contribution rate from 1% to 3% for all eligible employees
introduced some further new benefits to our colleagues including a holiday purchase scheme, an additional “family day” days holiday, and the cycle to work scheme
increased the number of employee volunteering days to two days per year
continued the Management Development and Leadership Development programme launched in the prior year
launched a store assistant manager development programme for 77 of our store assistant managers and a successful apprenticeship programme for our store supervisors
offered the second Save as You Earn (SAYE) share scheme to all employees … with strong uptake of over a fifth of eligible employees.
Supporting Local Communities
Volunteering is encouraged for all our employees as it plays an important role in supporting our charity partners and local communities and is valuable experience for the individual or teams that volunteer. We continued to work with Leicestershire Cares on a range of local volunteering initiatives during the year and to further our commitment in this area we added an additional volunteering day for all employees.
During the year over 100 employees took part in volunteering activity through individual and team initiatives and we were proud to win the Leicestershire Cares ‘Outstanding Contribution to Community Development’ award for our work volunteering in the local community.
Creating an Engaged Family
Employee engagement and communications are achieved through regular ‘Directors’ briefings’ to all head office and warehouse employees, a weekly newsletter and the Group intranet. We hold a store manager conference twice per year and issue a weekly newsletter for all store-based employees. The communications aim to keep employees up to date on Group initiatives and financial performance. We encourage employee feedback through formal and informal channels. During the year we:
held our first combined head office and store manager communications day in August 2017 to update on the annual results and business strategy
launched an internal social media platform for employees based on Microsoft’s Yammer application
relaunched the Joules Intranet as the central information and resource portal for all employees across the Group
held over 20 listening groups with employees across the business to obtain feedback and ideas across a wide range of areas including the requirements for the planned new head office development, as well as additional briefing sessions on a variety of topics including Gender Pay Gap Reporting, Pensions and GDPR.
We are an equal opportunities employer and give full and fair consideration to employment applications regardless of race, gender and/or disability, having regard to an applicant’s aptitudes and abilities. We also strive to provide ongoing training, career development and promotion opportunities for all employees. In the unfortunate event that an employee should become disabled we are committed to continuing their employment and for arranging appropriate training.
Gender Pay Gap Reporting
Here at Joules we have a family of incredibly valued colleagues. We are committed to ensuring that all our team members, regardless of gender, receive the same support and opportunities to progress, develop and enjoy a rewarding career with us. We recently published our gender pay gap information (gender pay gap is the difference between our male and female mean and median salaries across the whole organisation) and we were encouraged to see that at 11% our median pay gap is below the UK National Average (17.9%). The fact that a gender pay gap exists at Joules is, we believe, due to the structure of our business rather than any inequality in how we pay men and women for doing the same role. We are proud that 60% of our Operating Board, 73% of our Senior Management Team and 71% of our upper quartile employees are female, against a UK average of 25.5%* (Operating Board) and 46% (SMT)**. We continue to look at ways that we can evolve and improve these results. You can read our Gender Pay Gap Report here.
Our Code of Values
Please click here to read the Joules Code of Values, Behaviours and Ethics. The Joules Code is intended to give a high-level summary of core values and behaviours expected from employees which are then underpinned by more detailed policies and procedures. Please note that the links to policies and procedures contained in the Joules Code are not accessible to anyone outside of Joules as they are internal documents hosted on the Joules intranet.
*Boards of FTSE350 companies – Hampton – Alexander review 2018)
** (CIPD, 2016).