
Northern Electric plc
Strategic Report for the Year Ended 31 December 2023 (continued)
Performance during the year
: Agile working has successfully allowed eligible colleagues to adopt flexible ways of
working with a renewed focus this year on collaboration and team work. It continues to evolve and is key to
supporting the retention and attraction of colleagues. Health, safety and wellbeing has remained a key commitment as
the initiatives are further developed to cultivate a healthy workplace.
In relation to development, training sessions on topics which formed part of the Diversity, Equity and Inclusion plan
were provided to further promote a more inclusive culture. Routine training also continued in key areas such as
customer service, cyber security and management development. In addition, NPg Northeast’s leadership offering was
refreshed in line with the Berkshire Hathaway Energy Performance Management Framework which included a
management development programme, leadership apprenticeships and an approach to identifying and developing
individual contributors.
During the year, 68 new recruits (2022: 41) joined NPg Northeast’s and Northern Powergrid (Yorkshire) plc’s
workforce renewal programme. At 31 December 2023, NPg Northeast had 1,384 employees (2022: 1,281).
There has been an increase in the total numbers since the prior year, specifically within Energy Systems, reflecting the
strengthening of the DSO and data and digitalisation teams to deliver Business Plan initiatives.
Further information concerning how the Northern Powergrid Group is supporting gender diversity in the energy
industry can be found in the Northern Powergrid Group’s gender pay gap report via the Northern Powergrid Group’s
corporate website.
Employee engagement
The board and senior management team continue to keep employees and trade union representatives informed of and
involved as appropriate in developments that may impact them now or in the future. This approach has been chosen as
the most effective way of interacting with employees due to the combination of collectively bargained and personal
contract holders. In support of this process, the Director of People and Change routinely reports to the board and the
Health and Safety Committee to ensure that the views of employees are considered and to facilitate the discussion of
and any subsequent decision making in respect of employee related concerns or issues.
Consultation for collectively bargained employees is agreed with trade union representatives in the form of a
constitutional framework. In addition, all employees are consulted to establish their views and identify key priorities
using employee engagement surveys.
During the year, the President and Chief Executive Officer, members of the board and senior management team
provided regular updates on financial, organisational, safety and customer service performance. The executive
directors continued to engage directly with employees during operational and office-based site visits, and induction
events. Communication with employees was delivered via various channels including group wide text messages and
virtual meetings to quickly disseminate key information concerning safety and MIMPs, alongside regular briefings,
line manager conversations, meetings with trade union representatives in addition to utilising the Northern Powergrid
Group's intranet.
The Berkshire Hathaway Energy code of business conduct ("Code of Conduct")
The Northern Powergrid Group has adopted the Code of Conduct, which details the commitment to ethics and
compliance with the law, provides reporting mechanisms for known or suspected ethical or legal violations, and
establishes minimum standards of behaviour expected of all employees. In support of this, a "speaking up" process is
in place enabling all employees to raise concerns of unethical acts, malpractice or impropriety (including bribery or
corruption), and an anonymous help line operated by an independent company is also available. All colleagues
complete an annual online training programme covering the requirements of the Code of Conduct.
Employment of disabled persons
The Group’s policy is to provide all protected groups, including disabled people, with equality at work in respect of
employment, training, career development and promotion, having regard to their aptitudes and abilities. Should any
member of staff become disabled during their employment, the Group will make reasonable adjustments, wherever
possible.
Page 17