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O2 plc Corporate Responsibility report 2005/06

Mobile matters – a review of key issues

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Visit the O2 plc Corporate Responsibility report 2005/06

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Employees: O2 UK

 

Welcome to Glasgow

During the year, we welcomed the first wave of 1,500 new recruits to our fifth major UK office and fourth customer service centre, Sky Park in Glasgow.

Sky Park supports our efforts to be recognised as an employer of choice. We aim to offer competitive rates of pay, equal opportunities, a variety of benefits and an interesting work environment to a diverse workforce.

The building will be fully operational by the end of 2006, with a range of facilities including a restaurant, training rooms, showers and chill-out zones.

In March 2006 we began a partnership with the Shaw Trust, a charity advising businesses on how to improve their facilities so that they can employ more people with disabilities.  Initially we are concentrating on recruiting more people with physical disabilities but hope to extend the project to other groups, including those from disadvantaged backgrounds.

 

Model of O2 UK Skypark building in Glasgow

A model of O2 UK's new customer service centre at Glasgow's Sky Park business complex.

 

 

 

 

 

Trade union dialogue

We want the pay and benefits we offer to reflect individual high performance.

The introduction of performance-related pay requires careful consultation.

In the UK, O2 recognises two trade unions: Connect negotiate on behalf of managers and the Communication Workers Union (CWU) negotiate on behalf of our general employee population.

All O2 employees are represented in the European Works Council.

We aim for our pay and benefits to be market competitive. Our latest pay review dialogue with CWU further strengthens the link between pay and performance. The 2005 negotiation with CWU was prolonged and difficult for both sides, but was concluded successfully. We were able to build on the relationship to gain quicker agreement in 2006.

 

 

Wellbeing

O2 UK was named 26th Best Workplace in the UK in a survey organised by the Great Place to Work® institute.

Best Workplaces in the UK logo
  • We launched an online 'personal fitness trainer', providing subscribers with a pedometer to track the number of footsteps they make each day.
  • We ran stress awareness workshops and launched chiropractic clinics.
  • A total of 9,000 mobile massages were given to employees.
  • We launched a trial stop-smoking initiative, supported by a text campaign and website.
  • We introduced a healthy-eating pilot, providing low-calorie alternatives, healthier snacks, '5-a-day all-in-one handy box' and improved food labeling.
  • A range of fitness and sports activities in our offices were launched via Club O2, including yoga and Pilates.

 

 

 

 

 

Pension rights and flexibility

We are keen to make the most of changes in the law around retirement and pensions.

Employees will have the extended right to work to 65 if they wish. However, they will retain the right to take their pensions at the age of 60 without penalty, if they prefer. They can also draw their pension and continue to work for O2.

Pension members have increased flexibility over the amounts of contribution they can make to the O2 Pension Plan.

O2's Pension Plan was voted Pension Scheme of the Year 2005 by an independent panel of experts, describing it as 'setting standards for the occupational pensions industry'.

We have launched a new investment option within the O2 Pension Plan. The HSBC Life Amanah Pension Fund offers investors exposure to companies engaged in Shariah-compliant global commercial activities.

 

Issues in brief

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