About Us

Health & Safety

Health & Safety is our number one priority. We are committed to providing safe processes, and maintaining safe equipment to ensure that we provide a safe and healthy working environment for all.

Safety training is part of our policy of continuous improvement. Training commences during the induction programme and continues throughout an employee’s career.

Safety is integral to each employee’s working day. At pre shift meetings, safety is the first agenda item and pre safety checks are carried out on equipment. It is also important to confirm employees health ahead of each shift.

Safe working is split into three key areas, safe processes and equipment, safety kaizen and training & confirmation. For all three areas to be effective, employees require a safety mind. This is enhanced via KYT (hazard awareness training) and near miss reporting. A fundamental part of the Toyota Way is genchi-genbutsu - (go, look and study) and plays a key part in the accident prevention process and allows senior management to witness first hand any safety related issues and to heighten awareness of health and safety issues.

Each year in order to raise safety awareness of employees ‘safety focus months’ are designated. During this time special focus activities are carried out and promotional material circulated to all employees.

The below graph shows that through our continued focus in this crucial area we have been able to reduce the number of loss time accidents and incidents of Muscular Skeletal Symptoms (MSS) at our UK manufacturing plants.

A comprehensive Occupational Health service is provided for all employees. This commences with the pre employment medical through to regular health confirmations throughout an employee’s career. Occupational health centres are manned by trained health professionals to support members with ill health, occupational health advice and illness prevention. In addition we provide private healthcare (BUPA) for employees and family members.

Training and development

Training is essential to the on-going development of individuals and company performance and it is therefore directed at developing skills to meet job requirements. From day one On- the-Job Training (OJT) encourages individuals to learn their own jobs well enough to be able to train others. All employees are multi-skilled and so broaden their knowledge and optimise production flexibility.
Also, employees are involved directly in running the Toyota Production System. They are given the responsibility for the quality of their own role in the production process, passing on only good work to the next stage on the line which they see as their ‘customer’.

Each occupational classification within the company has a structured development path with clearly identified courses to develop employees skills and provide a pathway to the next level within the company.

Development courses offered are a mix of job related or licensed training, Toyota specific training and personal development. The company also offers financial support for employees who wish to complete external training and qualifications.

Code of Conduct

Our code of conduct ensures that our business practices are conducted with integrity and honesty, therefore confirming our commitment to complying with laws, regulations and working standards. The code of conduct explains the type of behaviour required and expected by all employees, irrespective of their level whilst enhancing business performance to provide employment and to maintain fair and stable working conditions for our employees. In addition, the code gives guidance to our employees to support them in their daily decision making activity:

The code covers a wide range of topics :-

• Respect for human rights
• Health and Safety
• Compliance with the law
• The Management and use of confidential information
• Environmental preservation
• Honest and fair transactions
• Our relationships with suppliers and shareholders
• Philanthropy and community relations

All employees have been issued with the code of conduct and it forms part of new employees induction training.

To download a copy of our code of conduct, please click on the icon below.

Whistleblower policy

The whistleblower policy is designed to help employees report any form of unethical behaviour. The policy provides a channel to confidentially report a serious concern regarding misconduct or wrong doing within the company. To download a copy of our whistleblower policy, please click on the icon below.

Employee representation

The Toyota Members Advisory Board (TMAB) is the forum for employee representation. The aim of TMAB is to ensure that employees are represented effectively in company decisions regarding employment issues and terms and conditions.

TMAB’s purpose is to achieve 6 principal objectives:

    1. To provide an opportunity for all Employees to be kept informed about company plans    
        and performance.
    2. To offer advice and ideas which will assist the company to become more effective and      
        successful.
    3. To provide a forum for Employees’ views to be taken into account by the company in

        reaching its business decisions.
    4. To consider and, if appropriate, advise on matters of general interest to Employees such as

        safety, timekeeping, attendance, the working environment, catering and social amenities.
    5. To review with the company, Salaries and other Terms and Conditions of Employment in a

        constructive and well informed manner.
    6. To consider and advise on solutions to difficulties which might otherwise lead to conflict.
        TMAB Meetings are held eight times per year and include the annual salary review.

Equal Opportunities

Toyota Manufacturing UK is committed to the principle of Equal Opportunities by providing fair and equitable treatment to all Members and applicants. We seek to abide by the intent as well as the letter of appropriate legislation in these matters and our management team is committed to the promotion of and adherence to the Equal Opportunities Policy.

Only with the commitment and support of all employees can we achieve an environment of mutual trust and respect. Our Equal Opportunities Policy has been developed in conjunction with TMAB – Toyota Member Advisory Board. Its aim is to ensure providing equal opportunities to all applicants and Members, regardless of their gender, age, marital status, disability, sexual orientation, race, religion or belief, ethnic or national origin, or nationality.

Our equal opportunities policy (see download) applies to all employees and all contractors working on site are made aware of its content. The policy covers: Discrimination – direct & indirect, Harassment, Victimisation, Recruitment and selection, Promotion, Transfer, Development Equal opportunities awareness and how to raise a concern.

The Equal Opportunities Steering Group, chaired by the General Manager of Human Resources, meets on a bi-annual basis and review key statistics. The Steering Group will report key information to company level meetings and TMAB - Toyota Members Advisory Board, on a regular basis. The Steering Group also proposes any appropriate actions based on the information reported.

Our aim is for our employee population to broadly reflect the ethnic minority group mix of the local communities in which we operate. Our current ethnic minority group population, of those declaring, is 6.1%. The ethnic minority groups population of the East Midlands is 6.5% and in Wales is 2.1% (Source: Office of National Statistics)

The gender breakdown of our employee population is measured as shop floor and office groups. For shop floor the gender breakdown is 2.35% female & 97.65% male. Within the office and support areas the gender breakdown is 35.31% female & 64.69% male.

The percentage of females represented in the managerial population within the company is 7.7%. The average age of our employees is 38 years.

To download a copy of our equal opportunites policy, please click on the icon below.

Dignity at Work

We are committed to providing a working environment where all employees, contractors and visitors are treated with dignity and respect. To emphasise this commitment, we have established a dignity at work code. The code sets out the company’s intention to operate fair systems covering all aspects of employment, standards relating to areas such as conduct and behaviour and the support and process available for employees if they have a concern.

Every employee must contribute to building an atmosphere of mutual trust and respect. Any form of discrimination, harassment, victimisation or bullying within the workplace will not be tolerated.

To download a copy of our dignity at work overview, please click on the icon below.

Opinion survey

Every two years, we ask all of our employees to complete an opinion survey to assist in the understanding of employee feeling and opinion in the key areas relating to teamwork, health and safety, job security, benefits, environmental performance, communication, development and fair treatment

Between the two main surveys, we hold a mini survey to monitor our progress. 30% of our workforce participate in each mini survey. The surveys identify focus areas in which we can then measure our improvement activity. The results are shared with all our employees and action plans are developed to make progress in identified areas.