Develop our people and improve
the inclusivity of our culture.
In 2023:
We improved our employees' overall
experience at work.
We've worked hard to update our policies to
make them more inclusive and strive to ensure that
Macmillan is a great place to work for everyone. We
know that by making Macmillan an inclusive and safe
space to come to work, our colleagues can do their
very best work for people with cancer. To achieve
this, we have:
• Restructured and streamlined teams within
HR to better support colleagues, managers
and leaders, adding more strategic capability,
new expertise and enabling a better service
experience.
• Introduced a new employee engagement survey
through external partner Culture Amp to ensure
we measure and benchmark our employee
engagement against other similar organisations.
• Launched a new speaking-up platform for
colleagues which enables us to see where we
may have exclusionary or oppressive behaviours
across Macmillan so we can investigate and look
to provide support and solutions.
• Made changes to our Talent Acquisition team to
provide greater support to our hiring managers
and improve the candidate experience.
We improved our assessment,
management and development processes
for our leadership team.
We want our leaders to be held accountable
for their own performance. However, without a
shared set of standards, it's difficult to understand
individual and collective leadership strengths
and capabilities.
In response to this, we worked with an external
consultancy partner to create our first Leadership
Framework, with the aim to positively impact the
performance of individual leaders and their areas
of responsibility. The framework includes six critical
areas that clearly set out the behaviours we expect
our most senior leaders to demonstrate.
The six pillars are:
• Shaping a high-performance culture.
• Adopting big-picture thinking.
• Courageously seeing a better way.
• Driving quality outcomes with agility.
• Flourishing as a leader.
• Developing and nurturing talent.
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