Investing in training and development is essential for building a skilled, motivated, and adaptable workforce. It helps employees grow in their roles, prepares them for future opportunities, and ensures that businesses remain competitive in a fast-changing world. Ongoing learning also supports employee retention, job satisfaction, and innovation — all of which contribute to long-term organisational success. In the context of ESG, training is key to embedding responsible practices across all areas of the business.

To support effective training and development, businesses should start by assessing the current and future skill needs of their workforce. This includes providing role-specific training (such as technical or compliance-based learning), as well as broader development opportunities like leadership skills, digital literacy, and sustainability awareness. Clear development pathways, mentoring schemes, and regular performance reviews can help employees grow within the organisation.

Training should be inclusive and accessible to all staff, regardless of role or level. It can take many forms — from on-the-job coaching and workshops to online courses or external qualifications. Encouraging a culture of continuous learning, where development is seen as an ongoing process rather than a one-off event, is key.

By actively investing in people, businesses not only strengthen their own capabilities but also contribute to the social and economic wellbeing of their workforce and the wider community.

Has your comnpany implemented a training and development policy that ensures all full-time employees have access to training and professional development opportunities?

• Information on the company's training and development policy.
• Average number of training hours per employee per year.
• Percentage of employees receiving regular performance and career development reviews.