Finding, supporting and developing great people throughout their Halfords journey
We aim to be an inclusive employer of choice, giving colleagues equal opportunities to prosper within rewarding and inspiring teams. We strive to ensure all colleagues enjoy their work and have opportunities to consistently amaze our customers through their friendly expertise.
In support, we continue to invest in our ‘3-Gears’, apprenticeship and leadership development programmes and actively look for ways in which we can promote and increase the diversity of our workforce.
Number of colleagues
Employee Engagement Score
Retail Colleague turnover
A great place to work
For the fourth year running, Halfords Retail has featured in the ‘Sunday Times 30 Best Big Companies’ To Work For list, this year moving up five places to take 13th place and scoring in the upper quartile for questions relating to ‘Recognition for my Contribution’, ‘Wellbeing’, ‘My Team’ and ‘My Manager’.
As a business, one of our central strategies is to offer great products that are delivered with great service. This is one of the five key strategic pillars of our business. We refer to it as ‘Service in Our DNA’. To achieve the highest possible levels of service we invest heavily in training our colleagues.
We continually enhance and update our training programmes. This year we delivered additional training following new car seat legislation and our colleagues who work in our in-store ‘Bikehuts’ benefited from specialist training on electric bikes (e-bikes). In accordance with our aim to lead the way in the repair of electric and hybrid cars, we also began a programme to have a trained mechanic at each of our Autocentres in 2018. We were one of the first to deliver a new Institute of Motor Industry (“IMI”) Level 2 award and our aim is to train more than 300 colleagues to become MOT testers every year.
We have a policy of continuous improvement to support ongoing development. We use a blended learning approach which encourages colleagues to attain more skills and progress their career throughout their Halfords journey. In 2017, thousands of colleagues took advantage of our ongoing development programmes.
We operate a programme named ‘Aspire’, which is a guided learning suite that offers individuals the opportunity to take their careers further and become leaders. Since it began, 420 colleagues have benefited from the Aspire programme to graduate to new roles as an Assistant Manager or a Store Manager. One of the additional benefits of Aspire is that over 80% of store manager vacancies are filled internally.
The Class of 2016
Right job, right person, right time
We recognise the value that diversity brings and we continue on our journey to address the balance in some inherently male-dominated areas. We understand that this will take time but in recent year we have made great progress on our gender strategy.
Women now represent 50% of our Board, 40% of our senior management team and 23% of our total population of employees (which is an increase from 22% in 2016). We have also introduced development resources aimed specifically at supporting women.
In our retail business, we continue to invest in our apprenticeship programme and will be launching the new apprenticeship standards this academic year. In addition, our traineeship programme for NEETS (not in education, employment or training) has resulted in the placing of 159 trainees to date.
Our work at Onley Prison where we train inmates to build and repair bikes, with a view to offering future employment for those who successfully pass our qualifying criteria, has been a great success. We are very proud that this programme won Retail Week’s ‘CSR Initiative of the Year’. We have built on this success and during the year opened a second Cycle Academy at Drake Hall Women’s Prison. Upon release, one of the graduates of our Cycle Academy started as a bike technician at one of our stores and is now training to be an assistant manager.
Women on the Board
Women in Senior Management Team
Health & Safety
Recognising that Health and Safety is an integral part of our business, we have developed a new Health & Safety Policy, with a focus on:
- Protecting our colleagues, visitors and customers
- Continual improvement in health and safety
- Methods for bringing our Health & Safety philosophy to life and delivering the policy.
You can access a copy of the policy here.
In addition all colleagues are automatically enrolled on an online training module for Health & Safety and all managers undertake a Management Health & Safety online training module. All incidents are reported, categorised and investigated accordingly dependant on the level of injury, potential reoccurrence and legal compliance with internal management systems in place. Our People Director, Jonathan Crookall, is responsible at a Board level for Health & Safety with six-monthly updates provided to the Board.
Newsflash - Halfords Retail awarded Gold by the Royal Society for the Prevention of Accidents at RoSPA Health and Safety Awards 2017. Through the scheme judges consider companies’ overarching occupational health and safety management systems, including practices such as leadership and workforce involvement.