WorkDry_ESG Report_FinalDigital_Aug 2025 - Flipbook - Page 35
INTERNATIONAL
INVEST IN PEOPLE
Our people are our greatest asset. Across our brands—Selwood, Siltbuster,
Vanderkamp, and Holland Pump—we are committed to creating a safe,
inclusive, and supportive workplace where every employee is supported to
achieve their best.
In 2024, we continued to invest in our teams through targeted initiatives that
support professional development and long-term career growth. Our in-house
Learning and Development team plays a critical role in ensuring our workforce
is equipped to perform effectively and grow within the business. We delivered
over 3,000 days of training for our Selwood business alone. Across the group,
that’s an average of 6.6 training days per employee.
We also updated our training matrix to ensure alignment across our new business
units across the globe. Off the back of this work we established collaboration
with three new training providers:
• GS Water - delivering EUSR Water hygiene and SHEA courses
• Midland Plant Training and Testing – delivering NVQs and specific CPCS
courses
• Industrial Trucks Training – advance road safety training for our UK
branches
In the same period we have also been investing in upskilling our managers to
strengthen leadership capability and support employee development. We made
great progress embedding talent identification and succession planning across
the business. This includes a specific focus on critical roles to reduce peoplerelated risks and ensure continuity. Our goal is to build internal pipelines and
prepare for future leadership needs.
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Looking ahead our Workdry Academy will play a pivotal part in enabling technical
excellence and knowledge sharing across the group. This includes plans for
dedicated training centres in the UK and the US where all internal training will
be delivered, creating a consistent and high-quality learning experience. In
the interim, we are working to ensure all employees are aware of the resources
available through our Learning Management System (LMS), supporting a culture of
continuous development across the Group.
When it comes to attracting new talent, we are streamlining and digitising the
recruitment process to improve efficiency and support hiring managers in filling
roles quickly and effectively.
In 2024, we made some great progress:
•
We scaled up our Hiring Manager Training
•
We introduced Competency Based Interview Training
•
A new agency Vendor portal saving time and agency fees
•
Our internal recruitment team doubled in size, reducing agency spend and
retaining expertise in house
•
We began work on our new digital ‘right to work’ checking system
•
To support our business growth, we recruited over 180 team members in 2024;
30 of these were internal candidates
•
We also began development of a new induction and onboarding programme to
accelerate the integration of new starters. The focus is on equipping employees
with the skills and knowledge needed to contribute quickly and feel engaged
from day one
