Our people

We aim to create a dynamic environment for our people where we deliver for our customers by collaborating and being good colleagues to each other, creating a positive and inclusive environment where everyone can learn, grow and shine. Following the integration of Love2shop we employed c1,000 people across the Group on 31 March 2024. 

Engagement

We participated in the Great Place to Work Survey across the Group for the first time in 2023, a survey that was previously used by Love2shop. Great Place To Work® surveyed over 250,000 employees to determine the top companies recognised as the 2024 UK’s Best Workplaces and PayPoint Group was delighted to be named as a Best Workplace within the large category (200–1,000 employees). We were particularly pleased with the positive feedback received in relation to diversity and inclusion with questions relating to fair treatment in respect of gender, ethnic origin and sexual orientation receiving scores in excess of the Best Workplaces benchmark, reflecting the continued positive impact of our ‘Welcoming Everyone’ approach. 

Our employee forum held two formal meetings during the year to discuss topics including Executive Remuneration, the employee survey and general engagement. The forum is chaired by our Chief People Officer, and Gill Barr, who represents the Board, attends the meetings. The purpose of the employee forum is to give feedback to the Board and Executive Board about how it feels to work in the business, what is working well and ideas for change, to ensure that the employee voice is considered in decision making. The forum also meets informally and provides feedback on and suggestions for employee-related activities and events.

We continue to operate a discretionary all-employee bonus scheme in order to engage all of our people in delivering our objectives for the year. In recognition of the hard work and commitment of all of our people in delivering our performance during the period all eligible employees will receive a bonus of £500. 

Promoting mental health and wellbeing

Wellbeing at the PayPoint Group provides resources and opportunities to support our people across four key pillars of wellbeing - social, physical, mental and emotional and financial - enabling them to be their best self and in turn, deliver brilliant results.

We update people regularly with useful resources and awareness events and during the year held a number of very well attended and informative sessions on topics including suicide awareness and domestic violence awareness.

Our Employee Assistance Programme is now available to all employees across the Group, offering support in all areas of wellbeing. We also continue to operate ‘My pay my way’ with Wagestream, offering further financial wellbeing support to our people. 

Developing our people

We continue to be committed to supporting the development of our people through a combination of online courses, apprenticeships, further education and in-house and external courses based on business and individual need. We currently have apprentices studying for a variety of qualifications including Coaching, Team Leading and Data Science. We also run a Management Development Programme for line managers and aspiring line managers across the Group and have recently become members of the Women in Tech
Forum, providing a number of women from across the organisation with access to monthly virtual events, monthly masterclasses with dedicated tracks in Engineering and Sales, a leadership podcast series and in-person networking events.

Supporting human rights

PayPoint supports fundamental human rights, such as the right to privacy, safety and to be treated fairly, with dignity and respect. Our employment standard sets out our commitment to good employment practices and the principles to govern the practices adopted in each of our businesses. All employees have a right to safe working conditions, consideration of their welfare, fair terms of employment, reward and treatment, clarity and openness about what is expected. We have a zero-tolerance approach to modern slavery and we are committed to acting ethically and with integrity in all of our business dealings and relationships. PayPoint’s statement on modern slavery can be found on our website¹

Diversity and inclusion

At PayPoint we are committed to building a diverse and inclusive business where all of our people are treated fairly and with respect, and where the contributions of everyone are recognised and valued. This commitment is captured in our vision to create a dynamic place to work, with a positive and inclusive environment where everyone can learn, grow and shine. Everyone who works at the PayPoint Group should feel respected and able to give their best, and we embrace people with different backgrounds and identities, valuing their contribution to achieving our strategic priorities. At the PayPoint Group, we call this ‘Welcoming Everyone’. 

We aim to achieve our vision by taking three clear actions:

1. Ensuring that all of our people understand what we mean by diversity, equity and inclusion, are supported with training to develop inclusive behaviours and feel confident to challenge any behaviours that they see in the workplace that are not in alignment with this.
2. Supporting the creation and development of forums for people from under-represented communities, enabling them to discuss shared challenges, help educate and raise awareness in the business of issues relevant to the community and implement appropriate actions to increase equity, inclusion and allyship around the business.
3. Building inclusion into our every day by ensuring that we listen to diverse voices and consider diversity, equity and inclusion with regards to our policies and practises, both internally and externally, including the employee lifecycle, product and service design and marketing.

During the year we rolled out additional diversity and inclusion training to all employees and our LGBTQ+ forum recognised Pride month with a number of events including a lunch and learn session, quiz night, and employees sharing their personal stories. The impact of the work we have done in respect of diversity and inclusion is reflected in feedback received in the Great Place to Work Survey with questions relating to fair
treatment in respect of gender, ethnic origin and sexual orientation receiving scores in excess of the Best Workplaces benchmark.

We also continue to work with local schools to support the development of aspirations in young people (socio-economic diversity).

The overall gender balance across all employees within the business on 31 March 2024 was 42% female and 58% male. We recently published our seventh gender pay gap report, which can be found on our website. We were pleased to see our gap reduce during the year, however a pay gap persists within the organisation driven by the fact that we have more men than women in higher paid roles such as roles in IT, sales and senior management positions. We have launched the Women in Tech forum in order to help drive more diversity and support women within the business to achieve their full potential.

PayPoint is committed to treating applicants with disabilities equally and supporting people who become disabled during their career with the Company. This includes making reasonable adjustments both to the recruitment process for applicants and to the working environment, including offering appropriate training, in order that disabled employees can achieve their full potential.

1 https://www.paypoint.com/modern-slavery-act.

2 https://corporate.paypoint.com/downloads/csr/gender_pay_report_2020.pdf.

3 https://corporate.paypoint.com/downloads/investorcentre/ethical-principles-2020.pdf.