Strategic report
Governance
Financial statements
66 OCU Group Annual report and financial statements 2026
Social continued Creating benefits through our social activities
Empowered safety culture continued Safety performance: During the last twelve months, our whole UK workforce Accident Frequency Rate per 100,000 hours reduced from 0.08 to 0.045. This reflects the continued focus on engagement, reporting, learning and risk reduction across the business. While we do not yet have a full‑year data set, our ANZ business is making similar improvements in the equivalent regional metric. Learning and assurance: We continued to enhance our safety governance and assurance capabilities through further development of OCU One, our in-house platform, alongside the introduction of enhanced Power BI dashboards. Where fully deployed, these digital tools provide improved visibility of incidents, near misses, positive interventions and inspection findings, enabling more sophisticated trend analysis, earlier identification of emerging risks and faster escalation where required. Strengthened data analytics and the systematic sharing of lessons learned support evidence-based decision‑making, continuous improvement and the ongoing enhancement of operational resilience and safety performance across the Group. Leadership engagement visits: During the year, senior leaders completed 608 leadership engagement visits across our operations, reinforcing visible leadership and accountability for safety across the Group. These visits provide structured opportunities to engage directly with employees and subcontractors, encouraging open dialogue, strengthening our reporting culture and ensuring that frontline insights inform decision-making and continuous improvement. By increasing leadership visibility and reinforcing our values, the program continues to support the development of a strong, proactive safety culture across the Group.
Fair and equal wage for similar work and roles OCU is committed to fair and consistent reward for people undertaking comparable work and roles. Real Living Wage: OCU retained accreditation, with all UK employees paid above the UK Government’s National Living Wage. Gender pay gap: OCU’s third analysis covered all FY25 UK entities, improving transparency and informing targeted action. The full report is available on OCU’s website. OCU has a multi-year program covering attraction, recruitment, development and progression to improve gender representation and reduce the pay gap over the next three years. Role clarity and pay governance: Better role data and reward governance will support comparable outcomes, workforce planning, retention and progression. Fair, transparent reward supports engagement and retention. OCU will continue to improve consistency and equal pay for comparable work.
Priorities for the next financial year • continue to improve our performance through our Safety Climate Survey; • deliver against our gender pay gap action plan; • deliver a second cohort of the women in leadership program; • increase awareness of our support for those experiencing menopause; • enhance reporting to gain more detailed insights of underrepresented groups; • initiate more structured pathway learning development schemes by discipline; and • launch enhanced line manager training scheme.
SHESQ leadership: Key roles were strengthened across the Group and in the UK and ANZ to support a consistent approach. External recognition: OCU received the RoSPA Order of Distinction following 15 consecutive Gold Awards. Digital monitoring and telematics: Samsara supports action on unsafe driving; since implementation, mobile phone use has fallen by 91%. Support our people OCU continued to invest in wellbeing, benefits, training and development to support retention and long-term capability. Mental health and wellbeing: OCU has 110 Mental Health First Aiders in the UK and 13 in ANZ, complementing its Employee Assistance Program (EAP). Employee benefits: Improved benefits include buy-and-sell leave, enhanced family-friendly policies, and employee discounts and savings. Employee Assistance Program (EAP): Employees have free, confidential support for personal, financial, legal and work-related issues. Appropriate support is also available to non‑employees working for OCU. Centre Against Violence: In ANZ, OCU worked with this north-eastern Victoria organisation to raise awareness of violence against women and families and the support available.
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