Enriching People and Communities

Our goal is not just to power progress in terms of providing clean, sustainable energy. It is to take our responsibilities seriously and play a part in powering health, well-being and supporting the communities where we work.

From safety to community investment, people are at the heart of everything we do.

Making safety our number-one priority

Standard Zero is our framework for ensuring that our people return home safe. With health and safety teams in every region, our health and safety framework is robust and effective.

Standard Zero ensures that we:

Stay compliant with legal requirements

 Identify and assess risks and hazards

Recruit, train and coach a competent workforce 

Provide the right tools and equipment to work safely 


Give our people opportunities to discuss safety concerns

 Empower every employee to stop unsafe work

 Constantly evaluate and improve our safety performance, systems and controls

 Engage customers, suppliers and contractors in safety best practice


In our employee engagement survey, 88% of employees recognised that safety is a priority. But there is always more we can do on the path to zero harm.

That is why we continually monitor our health and safety performance with:

  • Continuous monitoring:
    ○ Risk reporting
    ○ Management safety walks
    ○ Health and safety audits
    ○ Tracking and monitoring lost time injuries
    ○ Tracking and monitoring total recordable injuries
    ○ Tracking and monitoring F-Gas emissions
    ○ Tracking and monitoring petroleum spills
    ○ Tracking and monitoring road traffic accidents
  • Regular contributions by the Executive Committee and the Board

Promoting positive health and well-being

We want all our people to feel energised and empowered, at work and at home. We recognise that, when it comes to positively influencing well-being, there is no such thing as one-size-fits-all.

That is why we take a personal approach to physical, emotional and social health and encourage our leaders to understand their teams and their individual needs. 

The Leading Our People programme

With modules covering well-being and resilience training, we encourage leaders to both understand themselves and support others. The programme also includes content on creating the right environment, demonstrating active listening and asking great questions – all vital skills when discussing employee well-being and leading a learning organisation.

We are delivering this programme to our people leaders and we are already seeing the impact. 82% of our people told us they believed their line manager genuinely cared about their well-being.

Our wider well-being programme

Beyond leadership training, we also provide a range of services to encourage well-being, specific to the needs of the region. These include employee assistance programmes with confidential, free support on topics like nutrition and exercise, financial and legal issues, emotional support and life coaching.

Over time, we will continue to evolve our well-being programme to include:

● A UK-based Well-Being Committee with a focused action plan
● Targeted training around focus areas (mental health in 2021)
● A mental health first aiders network 
● Participation in the Mind mental health survey
● Participation in awareness campaigns including ‘R U OK’ suicide prevention campaign in AusPac

Continuing our focus on diversity and inclusion

We aspire to be a truly diverse and inclusive organisation, but recognise this takes time and continued focus. That is why we have a dedicated team focused on leadership, culture and communication, encouraging everyone to be themselves at work.

“Our business by its very nature is diverse. We hire great people from all walks of life because it makes our company stronger. Together, we do what is right for our planet, for our customers, for the communities we work in and for each other.”

Our core principles of inclusion

We are adopting a framework of common practices, each designed to create an inclusive culture.

Building awareness, confidence and advocacy with our leaders

 Educating our people on inclusion, biases and cultural preferences

Embedding inclusion in key people management practices to eliminate bias 

 Amplifying our people’s voices through employee resource groups

 Always looking for more ways to encourage inclusion and celebrate diversity


Our inclusion framework aims to develop an inclusive culture through inclusive leadership, ensuring we advocate and role-model inclusive behaviours. 

New steps to support diversity and inclusion

As our approach matures, we are adopting new ideas and initiatives. 84% of employees reported they felt they were able to be themselves at work, which shows our efforts have already been paying off.

Diversity and inclusion council
Our UK council builds awareness and promotes action around inclusivity. This includes celebrating key events, such as International Women’s Day, Pride, Black History Month and many more.


Celebrating Pride
In 2021, a diverse group of LGBTQ colleagues and allies came together to celebrate Pride. Throughout the month, people shared their experiences and helped to identify areas for improvement.  

Diversity and Inclusion Resource Group
In AusPac, the Diversity and Inclusion Resource Group was launched in 2018 and they launched their first Reconciliation Action Plan in 2020 to deepen engagement and build relationships between Aboriginal and Torres Strait Islander Australians and the broader community.

The African Female Community
In Africa, we have established the African Female Community with the aim of raising awareness of female talent, increasing career development opportunities and creating a sense of community through networking and mentoring.


Our leaders are also encouraged to attend a monthly leadership forum, spotlighting key behaviours that can increase inclusivity.

Building a community of engaged, expert people

Our expert people are the core of Aggreko. Their expertise sets us apart. That is why we are committed to increasing employee engagement and providing opportunities to learn, develop and grow.

Promoting high employment standards

We apply high employment standards across our business, complying with relevant employment, health and safety and human rights laws to ensure our employees are secure. We have a zero tolerance approach to modern slavery and human trafficking and we extend these standards into our supply chain requiring all suppliers to Aggreko to confirm that they too will adopt appropriate employment standards in their business.  You can read more about our approach to managing modern slavery and human trafficking risks in our Slavery and Human Trafficking Statement

Driving employee engagement

Our overall employee engagement score is 77%, with 73% of people saying that they would recommend Aggreko as a great place to work. We measure engagement annually with an online survey, achieving a response rate of 85% in our most recent survey.

Results are then shared with the entire company, prompting action plans to address any issues raised. We also encourage more day-to-day discussion with regular team meetings, town halls, ideas schemes and more.

Developing expert people

With a commitment to develop our people, we have invested in a dedicated team of learning and development experts. This includes technical instructors with a combined experience of over 100 years.

As part of our people strategy, we are:

● Using technology to innovate new learning experiences like augmented and virtual reality
● Investing in classroom and virtual learning, giving our dispersed workforce access to skills
● Using data and technology to develop skills in an agile manner
● Starting meaningful discussions around personal growth from day one with a global onboarding programme

In 2021 our people completed over 144 thousand hours of training. 

We are also looking to the future and developing our future talent with 79 apprentices currently engaged in our apprentice and graduate programmes around the world. 

Making meaningful community investment

As a global business, we have an opportunity to make a positive social impact and leave a lasting legacy in our communities. 

We engage in widespread community engagement initiatives in three priority areas: disaster relief, STEM education and health and well-being. Learn about how we are supporting local charities like Warwick based children’s charity Molly Olly’s in their fundraising efforts - Aggreko helps Molly Olly's raise money at charity golf day | Aggreko

Discover how we're also partnering with Birmingham 2022 Commonwealth Games to nurture Science, Technology, Engineering and Maths (STEM) skills within the local community.

We also support global programmes like Book Aid and Shelter Box. Meanwhile, employees are encouraged to support causes that matter to them with our Orange Days of Difference Programme, where two working days are spent supporting local projects. You can read more about the local community projects we support together with Shelter Box.

Gender Pay Gap Report

We watch our gender diversity numbers closely.  We always look for ways to encourage inclusion and celebrate diversity.  Our recruitment and compensation policies reflect our desire for equity.  We also do this through our annual salary review process and diverse shortlists for all external recruitment activities.  You can read our Gender Pay Gap Report here:

gender pay gap report 2021-2022

gender pay gap report 2020-2021

gender pay gap report 2019-2020


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