The Guinness Partnership

Our vision is to be one of the best employers in the country.

We want Guinness to be a Great Place to Work — one where people are committed to our social purpose, to our customers, our future, and our reputation. We want Guinness to be a place people love working and to be excited about the potential of the organisation, and their own potential as individuals.

Everyone at Guinness is ambitious for the organisation and themselves. We invest in them so they can give their best to make that happen and help us to deliver our vision.

We are running a virtual hiring event on the 21st & 22nd November for Electrician's to join our Fixed Wire Testing team if you're interested in attending, please follow the link: https://intsignup.indeed.com/interview/fcec1e8c-dee7-4406-9e2a-34a8161dfae6?from=interview_status_email_internal-9

We were founded in 1890 to improve people’s lives and create possibilities for them. We fulfil that purpose, our social purpose, by providing great homes and services to over 140,000 customers across the country. Everything we do is about our customers, our communities and our people. And every pound we make is invested in achieving that purpose.

Our vision is to deliver great service, provide great homes, to be a great business and to be a great place to work. To us this means being one of the best service providers in the housing sector and providing as many high quality homes as possible. It also means being one of the best employers in the country and being a strong and efficient business that does things well, and that people can trust and rely on.

Guinness people have shared values and ways of doing things, described as the Guinness Behaviours. They are at the core of our business and underpin our language and culture. They mean we know what to expect from each other, and we know we can rely on each other to work together towards our shared vision. Our people:

• Deliver great customer service
• Focus on performance and excellence
• Make things possible and inspire success
• Work together and communicate
• Take responsibility
• Are professional and principled

We want everyone to feel valued for their hard work, loyalty and commitment to Guinness.

Recognising contributions and rewarding performance is integral to our People Strategy. We want our salaries to be competitive, and for strong performance to be incentivised and rewarded.

We also offer a great range of nonpay benefits as we believe these are an important part of being a good employer and know these things matter to people.

We also believe that saying thank you is important, and is something everyone should make sure they do every day.

Although we want our people to share a vision, we don’t expect or want all our people to be the same. We value diversity and differences. Your individuality brings us different skills, perspectives and ways of thinking. It inspires and generates great ideas and helps us find the right solutions.

Everyone at Guinness has a role to play in our success and is valued and has a voice. We believe that all our people are talented and make a vital contribution. We want everyone to work together and feel part of Guinness - and to feel valued, empowered and enabled.

Above all, we want Guinness to be a place where everyone feels they can be themselves.

We want Guinness to be a Great Place to Learn so everyone can maximise their potential. We know that everyone should have the skills and knowledge they need to do their job well so we invest in a range of learning and development opportunities to ensure our people are confident they have the skills and knowledge to succeed at Guinness.

We anticipate the requirements and skills we will need so that we continue to be strong and successful as an organisation, delivering the homes and services our customers need from us. We make sure our people have the skills to deliver our business plan today and also can contribute to Guinness’s future needs.

We want the organisation to be well led by people who share a vision, who care about our customers and our people, and who are highly skilled.

We will support those who demonstrate leadership potential and give them opportunities to learn and progress within the organisation.

Our succession planning ensures that we are resilient as a business and that we identify the leaders of tomorrow and invest in them, giving them learning opportunities which develop both their leadership and management capability and their technical skills.

When people demonstrate the potential and commitment, we hope they’ll progress their career at Guinness.

We know that career development is an important part of retaining good people, and as a large organisation we can offer a range of opportunities. We’re proud of our track record on secondments, acting up opportunities, and internal appointments, within and across disciplines.

We also know that there is more to life than work. We want them to have the opportunity to do other things they love and so encourage them to explore opportunities outside the workplace.

Guinness has certain responsibilities as an employer to ensure everyone can do their job safely. But our approach to wellbeing goes beyond this – we want our people to be healthy and happy in their roles.

That means providing our people the support they need to succeed and be happy at work – as well as considering their physical and mental wellbeing.

We ensure that everyone has the relevant training to do their job safely and, where relevant, provide members of staff with protective clothing and equipment. We also offer health insurance, signposting to health advice and information - including counselling and actively promote mental wellbeing initiatives that work to destigmatise mental illness.

There are 3 fundamental reasons why D&I matters to all organisations. Because it is morally right, because it is a legal duty, and because it makes good business sense. At the most fundamental level D&I is about treating everyone with respect, but at Guinness we know it's about more than that.

We know that by bringing together a wide range of perspectives, and harnessing diverse insights and talents, we will do more for our customers and the communities in which we work. That's because a diverse workforce where different viewpoints are heard generates better ideas and better solutions, and creates a better business for everyone.

Our D&I commitment is embedded in every aspect of our business and the way we do business. Last year, we launched “everyone”, our D&I strategy. This sets out a series of objectives and a five year plan for achieving them. There are 5 core elements to our D&I Strategy:

1. Championing diversity throughout the organisation
2. A culture where everyone feels they belong
3. An organisation where everyone can succeed
4. Attracting diverse talent
5. Promoting change in the businesses we work with

You can read more about our commitment to Diversity & Inclusion by downloading a copy of our strategy here: http://guinnesspartnership.s3-eu-west-1.amazonaws.com/wp-content/uploads/2018/11/Guinness-Partnership-Diversity-Inclusion-Strategy-2018.pdf