The Workdry Group ESG Report 2025 - Report - Page 91
training, to enhance safety for employees working
in or around hazardous environments. We also
introduced Construction Industry Training Board
(CITB) Temporary Works Supervisor training,
ensuring installation supervisors develop a clear
understanding of relevant standards, roles and
responsibilities as temporary works continue to
play an important role in project delivery.
Following a near-miss incident during a confined
space entry, Confined Space Management training
was enhanced to address gaps in planning and
supervision, reinforcing safe work practices and
protecting employees.
To support consistent, high-quality delivery of
training across The Group, we established new
collaborations with specialist providers, including
Horizon Safety & Training, Claymore Ltd, SB Skills
and Pole Position, who now support branch-based
training delivery across the Group.
focus on fair recruitment practices and equity,
diversity and inclusion (EDI). We will also be
further investing in our manager population to
ensure they continue feel competent to lead the
future generations of The Workdry Group. This
will build on existing training provision and support
continued investment in leadership capability,
inclusive behaviours and long-term workforce
development.
Whilst ESG awareness in The Group continues
to grow we want to introduce more targeted
learning for employees on material subjects like
Net Zero, Circularity and Social Value. Over the
next 12 months we plan to utilise the Supply
Chain Sustainability School’s learning platform
more effectively to upskill our people. We want
to ensure that all members of the team have the
knowledge they need to play their part in our ESG
journey as well as respond to customer queries
with confidence.
Recruitment e-learning was also introduced
for hiring managers, providing guidance on fair
interview processes and supporting a more
positive candidate experience.
Looking ahead to 2026, The Workdry Group plans
to further strengthen its learning and development
offering through the introduction of face-to-face
recruitment training for managers, with a particular
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