Our people principally come from the towns and cities they serve or from families that have been in the funeral profession for generations and are dedicated to delivering excellent client service.


Governance, strategy and change

The Board places a high priority on attracting and retaining the right people as an integral part of our strategic objective of continuing to prioritise excellent client service which we believe will lead to organic growth. The Board is supported by a strong HR team who are dedicated to meeting the requirements of a growing company. This team is responsible for the integration of new staff and the development and welfare of people across the business.

Our Code of Conduct is reinforced by our Staff Handbook. This document ensures that we embed all new employees into the Dignity culture and reminds existing members of staff of the standards of behaviour and attitudes that are expected of them. The Code of Conduct is also published on our corporate website www.dignityfuneralsplc.co.uk

We adhere to the Bribery and Corruption Act of 2010 and have policies and procedures to minimise the risk of bribery.

Case study: Employee wellbeing

Information, guidance and support continue to be available to all Dignity people from a free and confidential Employee Assistance Programme. This provides easy access to help with financial matters, health or consumer advice and help to tackle family issues such as gambling, alcohol or drugs.

During 2018, Dignity has worked with Neyber Financial Wellbeing to provide a new benefit to employees. This includes expert advice on how individuals can better manage their finances, reduce their money worries and maximise their savings. It also provides access to services such as debt-consolidation with repayments direct from salary.

Case study: Gender Pay Gap

In April 2018, Dignity published information in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. A Gender Pay Gap is a measure of the difference in the average pay of men and women - regardless of the role they perform or their responsibilities - across an entire organisation, business sector, industry or the economy as a whole.

Dignity is committed to the principle of equal opportunities and equal treatment for all employees regardless of any protected characteristics including sex. Although gender pay gaps have been identified within the organisation, these are driven by having a higher proportion of men than women in senior high paid roles, rather than men and women being paid differently for the same or equivalent work. Our industry is historically male dominated and this is reflected by the figures in our 2018 report. However, we are committed to reducing these gaps by building a more diverse and inclusive workforce.

Employee diversity

Senior managers (% and number)

 

 

Senior and middle managers (%)

 

Total employees/ratio (% and number)

 

Employee service (% and number)

What we believe in

What we are here to do:

  • To help people at one of the most difficult times in their lives.

How we do this:

  • With compassion, respect, openness and care.

What we want to be:

  • The company that everyone knows they can trust in their time of need.
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Training and development initiative

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Promoting diversity

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