Our approach to social responsibility includes our approach to the control of major accident hazard regulations (COMAH), our community programme and charitable giving, and our approach to employee engagement.
The Control of Major Accident Hazard (COMAH) Regulations oversee the our safety performance. There is a management system in place to demonstrate control over major accident hazards and comply with these regulations. Regular reports are provided to the Health and Safety Executive, the lead regulatory authority for COMAH.
The Health, Safety and Environment Committee of the Board oversees the Group’s safety approach and has set key performance indicators.
We participate in industry/regulatory working groups to develop best practices and a representative from EET Fuels chairs the Fuels Industry UK process safety leadership network.
Employee safety is a primary consideration for the Group. Hazards are continuously recognised and risks assessed through audits and reviews of standard operating procedures. A culture of continual improvement is fostered, with HSE performance benchmarked and best practices adopted. Regular safety standstills are conducted to share best practices and learn from incidents.
Our community programme aims to foster positive societal change through partnerships with agencies and charities, focusing on education, environment, wellbeing, and community. Here are some examples of our activity.
In the environment theme, we support the Cheshire Wildlife Trust by providing a base at the Holly Bank House and Gowy Meadows woodland area. They deliver activities for children and families about the environmental.
We have partnered with Passion for Learning to support children from deprived communities and we continue to support the Fred Venables Higher Education Trust which provides grants for students from Ellesmere Port as they start university.
The wellbeing theme focuses on the health and wellbeing of employees and the wider community. The Group has an occupational health centre and supports events like the Chester Half Marathon and the Four Villages Half Marathon.
The community theme involves working collaboratively with the local community, holding bi-annual Community Liaison Panel meetings, and supporting the Ellesmere Port Development Board. The Group also supports Entep Properties, a space for start-up businesses, and sponsors Tranmere Rovers Football Club, collaborating with their charity for community outreach programmes.
We have an established record of supporting causes across the region and contributed to 19 different projects last year (2023/24) from our community fund. Applications to the funds are made by local organisations that deliver programmes which
It is crucial that the business which has such a prominent footprint in the community gives back in ways that it can. This community fund enables the Group to give back to worthy causes, on its doorstep, that improve people’s lives every day and which are valued by its colleagues.
As part of our centenary celebrations (2024), we awarded 100 grants of up to a value of £1,000.
focused on operational excellence and customer service. Employee development is continually assessed, and a competency-based performance management system is in place. Training and financial assistance for professional qualifications are available to all employees.
with Unite the Union, supported by elected representatives. Regular forums involving the Executive Leadership team and senior Unite stewards, along with meetings between the Employee Forum representatives and the Executive Leadership Team, foster relationships for strong operational performance and the transformation of Stanlow into an energy transition hub.
that employees receive engaging information about the Group’s activities, plans, and performance. Employee engagement has increased, with the re-introduction of Town Hall events, sporting events, long service celebrations, and a weekly newsletter.
the ongoing development of all employees. Employees take ownership of their learning and development with comprehensive support throughout the process.
enabling employees to demonstrate the competences required for their current and future job roles. As a top tier COMAH site, competence is essential and highly valued. This is reflected in the Health and Safety and technical training employees are required to undertake. Important skills and knowledge gained ensure employees consistently demonstrate competence in their roles.
The Group is continuing to focus on making progress on this issue. The mean and median gender pay gap have remained stable from 2023 to 2024 from 14.4% to 14.6% for the mean and the median has slightly improved from 5.0% to 2.4% The proportion of men receiving a bonus remained stable at 88.0% whilst the proportion of women fell slight from 88.0% to 81.4%.
The Group has continued to develop flexible working practices and has improved gender representation in the Group’s executive and senior leadership teams through key appointments. The Group provides support for women in the workplace through a women’s network group and leadership programme and is identifying any elements of EET Fuel’s recruitment processes which may limit the progression of women and is taking action to address any hurdles.
We provide opportunities for employees to raise concerns about issues that they experience, and which concern them within their role through a confidential whistleblower helpline. This service is provided by an external independent organisation which helps to provide assurance to the employee that the matter they have raised will be treated in confidence.
We have an ongoing internal colleague awareness campaign about the existence and purpose of the whistleblower helpline.