Annual Report 2026 - Engaging Great People

Our objectives

Champion development

• More than 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 strategy and culture are supported by a strong colleague experience, with a clear focus on enabling people to perform well and develop over time. This work sits within the Engaging Great People pillar and continues to shape how we approach development, engagement, inclusion and wellbeing.

Investment in learning and development remains a priority, reflecting the importance of capability and skills to long-term performance. In 2025, 98% of colleagues had a personal development plan in place, exceeding the target of 95%. These plans are reviewed through quarterly Continuous Performance Management conversations with line managers, helping colleagues focus on the areas that matter most for their development.

Leadership capability has also been a sustained area of focus. Close to 600 leaders have completed programmes such as Spirit of Leadership, Elevate or Front Line Manager. As a result, 77% of colleagues say that Edrington supports their learning and development.

Colleague feedback continues to inform priorities and decision-making. In the 2026 annual engagement survey, 91% of colleagues globally took part, demonstrating strong engagement with the process. The overall engagement score was 76%, a two-point increase on the previous year. This improvement also narrowed the gap to the current top-quartile benchmark of 79%, which rose over the same period.

Progress on diversity, equity and inclusion continues through a combination of global and local actions, guided by three focus areas: culture and engagement, education and awareness, and impactful interventions. Eighty percent of colleagues say they work in an environment that is open and accepting of individual differences. During the year, Enable was launched as Edrington’s fourth colleague network, focused on disability and neurodiversity. This network was created in response to colleague interest and supports our wider demographic focus areas, including gender, ethnicity, LGBTQI+, disability and neurodiversity, age and socioeconomic background.

Our global wellbeing framework supports health, wealth and happiness, helping colleagues live well and perform at their best. Led by wellbeing representatives across Edrington, activities and events take place throughout the year to promote a balanced working life. In the 2026 engagement survey, 85% of colleagues said they are aware of the wellbeing framework and related activities. This is supported by the Employee Assistance Programme, providing colleagues and their families with free, confidential 24/7 access to advice, life coaching and mindfulness training.

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