Annual Report 2025 - Engaging Great People

Our objectives

Champion development

• 95% of colleagues to have development plans

Promote diversity, equity and inclusion

• Increase female representation in senior leadership

Employee engagement

• Drive top quartile levels of engagement

Support wellbeing

• Provide support and engage in wellbeing activities

Edrington's culture is what makes us different from everybody else. Our ambition is to cultivate an environment where colleagues can be themselves and are motivated to give their best. As part of our wider people strategy, we focus on colleague development, engagement, and wellbeing.

We are committed to investing in the growth and development of internal talent. We encourage all colleagues to drive their own development and have extensive resources and tools to support them. 98% of colleagues have a personal development plan in place, exceeding our target of 95%. During quarterly Continuous Performance Management conversations with their line managers, these plans are revisited throughout the year.

Aligned to Edrington's Strategy, we have created a roadmap to strengthen our leadership capabilities and guide colleagues through formal leadership development. 117 senior leaders have participated in our new leadership development programme, ‘Spirit of Leadership’. Building on this success, we will roll out two new leadership development programmes for our front-line and mid-managers this year.

Edrington’s annual engagement score for 2025 is 74%, just behind the top quartile benchmark of 78%. We have maintained our impressive participation rate, with 92% of colleagues sharing their views on working at Edrington. The engagement survey is a vital listening mechanism for us. Each year, the results are analysed to understand the feedback colleagues have shared, and this is used to inform local action plans. Our focus for these plans will be to enable a route back to top quartile levels of engagement, which we had achieved in the past two previous years.

Edrington continues progressing its DE&I strategy through global and local actions, each centred around three focus areas: culture and engagement, education and awareness and impactful interventions. 81% of colleagues feel that we have a work environment that is open and accepts individual differences. Based on colleague feedback, we have expanded our demographic areas of focus within our strategy to include age and socioeconomic background.

Our global wellbeing framework supports health, wealth, and happiness to create a space where colleagues can live well and perform at their best. Led by our network wellbeing representatives across Edrington, activities and sessions to encourage choices that promote a well-rounded life take place throughout the year. Underpinning this, Edrington continues to provide all colleagues and their families with access to free and confidential support through its Employee Assistance Programme.

Explore our four focus areas below and download the Sustainability & Responsibility Report for more detail.