Man Group plc - Corporate Responsibility Report 2007

Key achievements this year

In last year’s report we committed to quantify the effectiveness of our people-related policies and programmes, particularly in relation to:

• Embedding the corporate responsibility discipline
• Integrating our Group Ethical Policy
• Understanding more about the diversity of our people
• Implementing programmes to evidence our commitment to the health, safety and well-being of our people, both inside and outside the workplace
• Enhancing our flexible benefits scheme ‘ManFlex’
• Conducting a global employee survey

Reviewing our progress with each of these in turn:

Embedding the corporate responsibility discipline
We have focused primarily on strengthening our global metrics and embedding these throughout the business. We adopted this approach for three reasons:

• To help develop an understanding throughout the Group that non-financial reporting is becoming essential to maintaining our reputation with all our stakeholders
• To add value to our business through monitoring and management of key business risks
• To comply with regulatory requirements of the Companies Act, the Turnbull Guidance, the Financial Services Authority’s Principles for Business and the Association of British Insurers’ Disclosure Guidelines on socially responsible investments

This year we have focused on discrete elements of corporate responsibility, such as our corporate responsibility policies, our people, leadership and governance, and climate change.

Integrating our Group Ethical Policy
Our Group Ethical Policy is a key element in the documentation every new recruit must acknowledge as part of their induction programme. A global programme evidencing our people’s acceptance of and commitment to this policy is underway, using our various Group intranet sites.

Understanding more about the diversity of our workforce
In last year’s Corporate Responsibility Report we undertook to capture more information about the diversity profile of our people globally – historically, we had only been able to report on gender and age distribution.

Our Global Employee Survey has enabled us to capture some additional data, though on the particularly sensitive areas of religious and sexual orientation, while we have some data, we feel it will take us some time to develop ways to reflect these two categories completely.

This said, in response to the introduction of Civil Partnerships in the UK, we have amended our policy in that the surviving partner of one of our employees in a same sex relationship has equal rights in terms of benefits as a partner in a non-same sex relationship. This, rightly, goes beyond our statutory obligations.

One key and heartening finding from the survey which came through loud and clear, is the universal endorsement of the statement: “Everyone can feel comfortable working here regardless of their gender, creed, colour, nationality, age or race”.

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