Annual Reports
The Annual Report provides an overview of the year and an insight into the work carried out by the Foundation.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 that came into force in April 2017, UK organisations that have 250 or more employees must publish and report information relating to their gender pay gap.
The gender pay gap is the percentage difference between average hourly earnings for men and women in a workforce.
“At NFER, our staff are crucial to our success and we want to attract and retain the brightest and talented employees, regardless of their gender. Our goal is to build a diverse, equal and inclusive workforce. Fair pay and opportunities for all employees’ matters to us.” Carole Willis, NFER Chief Executive.
At NFER, we are committed to ensuring that all research undertaken by our organisation is completed with the highest possible levels of integrity. We regard ethical issues as central and relevant to all aspects of our work.
NFER seeks to protect our local environment and minimise the impact of our activities on the wider environment. As part of this, we are committed to achieving Net Zero by 2050 at the latest and will publish an annual update on its carbon reducing activities, highlighted in the document below.
While under the Modern Slavery Act 2015, it is not required to produce an annual modern slavery statement, we do so in recognition of our responsibilities in taking a robust approach against slavery and human trafficking.
The statement sets out the steps that NFER has taken and is continuing to take to ensure modern slavery or human trafficking is not taking place within our business or supply chain. We are committed to the highest levels of quality and service and to being a trusted supplier, partner and advisor.
The Annual Report provides an overview of the year and an insight into the work carried out by the Foundation.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 that came into force in April 2017, UK organisations that have 250 or more employees must publish and report information relating to their gender pay gap.
The gender pay gap is the percentage difference between average hourly earnings for men and women in a workforce.
“At NFER, our staff are crucial to our success and we want to attract and retain the brightest and talented employees, regardless of their gender. Our goal is to build a diverse, equal and inclusive workforce. Fair pay and opportunities for all employees’ matters to us.” Carole Willis, NFER Chief Executive.
At NFER, we are committed to ensuring that all research undertaken by our organisation is completed with the highest possible levels of integrity. We regard ethical issues as central and relevant to all aspects of our work.
NFER seeks to protect our local environment and minimise the impact of our activities on the wider environment. As part of this, we are committed to achieving Net Zero by 2050 at the latest and will publish an annual update on its carbon reducing activities, highlighted in the document below.
While under the Modern Slavery Act 2015, it is not required to produce an annual modern slavery statement, we do so in recognition of our responsibilities in taking a robust approach against slavery and human trafficking.
The statement sets out the steps that NFER has taken and is continuing to take to ensure modern slavery or human trafficking is not taking place within our business or supply chain. We are committed to the highest levels of quality and service and to being a trusted supplier, partner and advisor.