Training and development

We continue to invest in the training and development of our employees at all levels so that they can reach their full potential.

Port Phillip Prison employee

Regional Leadership Programme

On a Group-wide basis, our efforts are focused on developing the next generation of leaders, primarily through our flagship Regional Leadership Programme, which is devised centrally but delivered locally so that it is tailored to meet our diverse needs. The Programme offers high-potential individuals, in a range of line, functional and business-development roles, the opportunity to enhance their knowledge and strengthen their leadership skills. So far 90 employees have graduated from the programme, and a further 59 are already on course to do so in 2018.


Talent reviews

Annual talent reviews and quarterly talent exchange discussions are helping to identify potential candidates for future regional programmes early and are ensuring career opportunities are more widely available to employees across the Group.


Broadening use of training and development materials

Whilst our investment in training and development has to be highly focused, we are doing more to promote the use of materials we already have available to build wider capability across the entire management population. For example, in 2017 we launched a 16-week development programme containing relevant materials such as articles, assessments, online exercises and e-books relating to a number of specific topics such as change management, delegation and coaching skills.

The programme is currently running, with thousands of employees subscribing. As learning technology evolves, our ability to provide access to materials in a more flexible and bite-sized way, to suit our busy managers, is increasing. For example, for specific functions like Sales and Business Development, we are establishing on-line academies which will help employees identify their own development gaps and navigate the materials available to find those best suited to meet their needs.


Recruiting and developing women

Recruiting and developing women into line-management roles for our operations remains a challenge across the Group as well as the security industry as a whole. We actively monitor our gender balance and were pleased that in 2017 an independent business-led review supported by UK Government (the Hampton-Alexander Review) showed G4S as the top performing company in the business services sector in the FTSE 100. There is more to do in this area and as part of our wider diversity and inclusion strategy we have identified a number of actions to help us to continue to make progress.

G4S values

Values are the standards we set for ourselves and the culture of the organisation is the way those values are reflected in our behaviours and actions.
 

Our Values

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G4S Values poster
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