Man Group plc - Corporate Responsibility Report 2007

Implementing programmes to evidence our commitment to the health, safety and well-being of our people
We have run a number of workshops in association with the Suzy Lamplugh Trust (www.suzylamplugh.org) both in London and Switzerland. With their central theme of ‘Live Life Safe’, these help our people avoid getting into difficult or dangerous situations, and know what to do if they find themselves in one. The workshop is practical, interactive, and bespoke to our culture and our people’s work and home lifestyles, and each attendee receives a personal alarm, a universal door lock and literature from the Suzy Lamplugh Trust concerning personal safety.

The workshops were heavily oversubscribed so additional ones are planned throughout the coming year. Feedback indicates high levels of satisfaction, with 96% of attendees agreeing they emerged better prepared to deal with threats to personal safety. Most encouraging was unanimous agreement that our people felt safe in their place of work.

We organise these workshops simply because it is ‘the right thing to do’, but the programme also supports our ‘Employer of Choice’ strategy and evidences one element in the mitigation of a key business risk for us – our people.

We also invite representatives from peer companies and NGOs along to our workshops, and are sponsoring a workshop with fellow Business in the Community members in association with the Suzy Lamplugh Trust. This programme has been particularly popular and we are planning to roll it out to other of our offices over the coming year.

Enhancing our flexible benefits scheme ‘ManFlex’
ManFlex offers a comprehensive set of self-selected benefits including:

• Highly flexible pension contributions and structure
• Critical illness cover
• Childcare vouchers
• Dental insurance
• Gym membership (this year, 23% of our London people enjoyed Group subsidised gym membership)
• More flexible holidays
• Home computers

These are in addition to the ‘core’ employee benefits provided by the Group:

• Death in service insurance
• Private medical insurance
• Permanent health insurance
• Health screening
• Season ticket loans

Following extensive consultation with our people, we have this year enhanced ManFlex with the following additional benefits:

• A bicycle leasing scheme, whereby our people can lease a bicycle with a buy-back provision and save on tax and National Insurance contributions. This is one of the schemes sponsored by the Government to protect the environment and promote fitness and well-being
• The right to buy/sell holiday days has been increased for our people in Corporate and Man Investments
• Travel insurance – paying by ‘salary sacrifice’ enables our people to obtain travel insurance net of National Insurance
• ‘Xexec’ – a concierge service: a ‘one-stop shop’ providing services such as key holding, travel, help with finding a nanny, foreign currency delivery, gift shopping and leisure activities. Xexec offers a combination of ‘unique deals’ and/or a discounted service for our people

Welfare fund
We offer a welfare fund for any of our retirees who need financial help. No requests for extra funding were received during the year.

“Our reputation is held in trust by our people; they represent our goodwill; they are, in every sense, our brand.”

Global Employee Survey
We announced in last year’s Report our intention to conduct a Global Employee Survey – the first in our history. The rationale included:

• Man Group’s rapid growth over recent years – to currently around 4,500 employees worldwide
• The progressive geographical decentralisation of the Group, raising the possibility of our people feeling ‘distanced’ from the centre
• The crucial importance of those at the centre keeping in touch with attitudes and issues of concern to all our people, wherever they are
• The need for us to become less ‘hands on’ in terms of our people management
• The Companies Act’s requirement that we report on key risks to our financial performance

We also felt it important, particularly given the intended Initial Public Offering of MF Global and the Group’s change in leadership, that senior management evidenced their accountability and commitment to our people by inviting feedback and taking action on any issues raised.

To evidence impartiality and independence, the project was managed – and will continue to be monitored – by the Corporate Responsibility team under the aegis of the Corporate Responsibility Committee.

Care was taken in the reporting of the results to ensure the anonymity of respondents.

The main topics addressed included:

• My job
• Support to do my job well
• My manager
• Working in your department
• Change and communication in your department
• My location
• Management
• Communications across the division
• Confidence in the future
• Man Group management
• Corporate Responsibility

The survey took place during March and April 2007, and achieved an aggregate response rate of 75%. It was preceded by extensive face-to-face qualitative research among 224 employees, conducted to establish key themes and ensure relevance to everyone in Man Investments, Man Financial and Corporate.

This work was administered by independent consultants People in Business Ltd.

Summary results for each of these three key areas were:

Summary results
• The response rate was 75%
• Responses were generally extremely positive, with particularly high scores for pride in working for Man Group. People were clear about what they are trying to achieve, and individual skills or knowledge had improved
• Employees rated both their individual departments and Man Group as well-run
• There were no significant negative scores
• 53% of respondents volunteered responses to open questions. Highlights included the importance of maintaining Man Group’s entrepreneurial culture despite its rapid growth, while increasing the level of cooperation, supporting services, personal development and performance management
• Confidence in the future of the alternative investments industry was high, as was that in Man Group itself

The results of the Global Employee Survey were reported back to each of the groups further to clarify the matter raised. Senior Management has taken responsibility to implement action plans to enhance the employee experience and progress will be measured in next year’s and future surveys

A more detailed summary of the survey results is included in our People Supplement available in hard copy or go to www.mangroupplc.com and follow the CR link.

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