As the UK’s #1 recruitment business, Reed understands the importance of strong corporate governance supporting business decisions to ensure Reed has a positive impact on all stakeholders from its employees, clients and suppliers through to the wider community.
Further details of Reed's corporate governance may be found below.
Section 172 statement & stakeholder maps
This statement sets out how the board of directors of both Reed Specialist Recruitment Limited and Reed Staffing Services Limited (“the board”) have complied with the requirements of section 172 of the companies act 2006 and how these requirements have impacted each board’s activities and decision making during the financial year ending 30th June 2022.
Section 172 of the companies act 2006 states that directors of a company must act in the way they consider, in good faith, would be most likely to promote the success of the company for the benefit of the members as a whole, and in doing so have regard (amongst other matters) to:
the likely consequences of any decision in the long term,
the interests of the company’s employees,
the need to foster the company’s business relationships with suppliers, customers, and others,
the impact of the company’s operations on the community and the environment,
the desirability of the company maintaining a reputation for high standards of business conduct, and
the need to act fairly between members of the company. These duties are designed to ensure that directors act in such a way as to promote the long-term success of the company by delivering and creating sustainable shareholder value as well as contributing to wider society.
These duties are designed to ensure that directors act in such a way as to promote the long-term success of the company by delivering and creating sustainable shareholder value as well as contributing to wider society.
Carbon reduction plan
At Reed, we are committed to achieving net zero emissions by 2050 at the latest.
Our Carbon Reduction Plan, below, has been prepared in response to the requirements of the Procurement Policy Note 06/21 and applies to all UK entities operating within the Reed Group.
Streamlined energy carbon reporting (SECR)
We comply with the companies (director’s report) and limited liability partnerships (energy and carbon report) regulations 2018. Our SECR report, below, applies to all UK entities operating within the Reed Group.
This tax strategy applies to the UK entities operating within the Reed group. The publication of this strategy is in compliance with part 2 of schedule 19 of finance act 2016 for the financial year ending 30th June 2023.
Gender pay reporting
Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing the pay gap between their male and female employees. The gender pay gap shows the difference in the average pay between all men and women in a workforce.
It is important to distinguish this from equal pay, which deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally solely because of their gender.
At Reed, we fully support the government initiative to redress gender imbalance in the workplace.
2022 gender pay gap reports
2021 gender pay gap reports
2020 gender pay gap reports
2019 gender pay gap reports
The Reed Group is committed to safeguarding the welfare of all vulnerable groups, which includes adults at risk, children and young people under the age of 18 years with whom we engage, and to the safety of all Reed employees (co-members). We understand that we have specific responsibilities when working with, and providing services for vulnerable groups, therefore the welfare of these groups is paramount and will inform all relevant policies, procedures, practices and training. In certain circumstances we also act on behalf of statutory organisations who have legal responsibilities for safeguarding, and therefore our policies and procedures need to be aligned to theirs.
Reed treats any allegations or concerns raised that affect the welfare of vulnerable groups, young people or its co-members with the utmost of seriousness and is committed to fully investigating any such matters.
Reed recognises the importance of reporting all safeguarding concerns and strict processes are set out in the individual Reed business safeguarding polices to ensure that concerns are raised to the appropriate authorities without any undue delay.
The board of directors has overall responsibility for ensuring that this policy and the accompanying Reed business polices comply with our legal and ethical obligations and that all under Reed’s control comply with it.
The safeguarding officers and safeguarding leads of each individual Reed business are responsible for ensuring that all policy content is up to date, relevant and consistent with safeguarding legislation.