Leadership

3. Since its launch, the Resource Efficiency Matrix (REM) has been a huge success across the Group, having identified and facilitated savings of over £49M in operational and capital costs plus a 1.9M tonne reduction in carbon emissions (tCO2e) for Costain, our Clients and our Supply Chain Partners. Building on this success to date and in line with our Climate Change Action Plan, we have updated our REM question set to enable tailoring to every activity we deliver: Consultancy and Advisory, Digital and Complex Delivery. In Qtr. 1 of 2021 we will create a dedicated REM tailored to central procurement and central design for roll-out starting in Qtr. 2.
All relevant contracts (including central design and procurement) will achieve Silver standard by Qtr. 2 or within 6 months of the contract starting, and then Gold standard by Qtr. 4 or within 6 months of achieving Silver.
Additional guidance and support will be issued with the updated REM and be available on the Climate Change Action Plan Hub and in the REM SharePoint. Please note the key changes from the previous version of the REM are:

• Silver standard assures the contract has established bespoke contract baselines for materials, carbon emissions, plant idling, etc.,
• Gold standard assures the contract has a plan(s) to improve their performance against their baselines and is actively tracking their progress against their plan(s).

4. In 2017, the Health Maturity Matrix instigated a behavioural shift from one of occupational health compliance to one of wellbeing across the Group. Through the use of three standards – bronze, silver and gold – Costain was able to raise its game in this area and lead the way for the current approach to all-encompassing wellbeing, which now sits at the forefront of the WiiSE Strategy. In 2021, a new and refreshed approach will be developed during the first half of the year, following research work alongside Business in the Community (BITC) that takes account of best practice from a range of external organisations. In the second half of the year, contracts, offices and non-operational teams will be identified at Divisional level as being appropriate for implementation of the new Maturity Matrix will be encouraged to engage and achieve the enhanced standards going forward. In addition, a new yearly ‘recognition award’ will be developed for those who have demonstrated ongoing sustainable improvements through the year using the new matrix. This could be a contract, an office or a highly influential individual and will be presented at the end of the year.