Section 172 

Section 172 of the UK Companies Act 2006 is aimed at helping shareholders better understand how directors have discharged their duty to promote the success of companies, while having regard to the matters set out in Section 172(1)(а) to (f) of the UК Companies Act 2006 (s172 matters), namely: the likely consequences of any  decision in the long-term; the interests of the Company's employees; the need to foster the Company's business relationships with suppliers, customers and others; the impact of the Company's operations on the community and the environment; and the desirability of the Company maintaining а reputation for high standards of business. 

In the year ended 30 June 2021, the directors of the Company continued to exercise these duties while having regard to the s172 matters, and also to other relevant factors as they governed the Company through the Board and its sub-committees.  

The Company and the Group depend on the trust and confidence of its stakeholders to operate sustainably in the long term. We seek to put consumers and customers' best interests first, invest in employees, support the communities in which we operate and strive to generate sustainable profits. 

The Group's vision and values were defined when Frontier was formed in 2004 and remain just as relevant today.  Frontier launched its sustainability strategy, the Responsible Choice, in 2015.  This strategy defines Frontier’s responsibilities towards:

• the communities in which we operate;
• the ongoing development of our employees;
• the environment in which we operate;
• the ongoing development of sustainable crop production; and
• he development of sustainable agricultural supply chains.

The Directors and management operate the business in a responsible manner with the aim of ensuring that the Company maintains a reputation for high standards of business conduct and good governance.  Frontier’s values of integrity, customer service and expertise define the Group’s culture and are clearly demonstrated in all activities.  Our values underpin our expectations for all of our employees and contractors around the high standards of professional and ethical conduct expected of them. 

The Board is clear that good governance and effective communication are essential on a day-to-day basis to deliver our strategy and to protect our brand, reputation and relationships with all our stakeholders including shareholders, customers, employees, suppliers, and the local communities in which we operate.  The Board continues to seek to align the Group’s strategic direction with its vision and to the shareholders’ long -term aspirations for sustainability and growth.  

External Impacts
The Board is committed to social responsibility, community engagement and environmental sustainability. It achieves this through the delivery of its Responsible Choice strategy which includes:

• A culture of safety, health and well-being of everyone who works for us;
• Being an employer of choice where everyone is valued and respected, whatever their contribution;
• Seeking new ways to reduce the environmental impact of the Group’s activities.

Stakeholders and Business Relationships
The Board promotes accountability and transparency with all external stakeholders and is committed to promoting and influencing our industry.   The Group publicly issues details of its “Gender Pay Reporting”, “Supplier Payment Performance Reporting” and its “Modern Slavery and Human Trafficking Statement”. The Group welcomes the focus these reports provide as it is constantly looking to improve its engagement with all stakeholders.  

Employee involvement
The Group places considerable value on the involvement of its employees, recognising that it depends on their skills and commitment in order to achieve its objectives. The company employs over 1,000 people across 46 sites. Our people are central to the company’s success and maintaining a high level of employee engagement is crucial to embedding our culture and values and to helping our people see how their efforts contribute to the achievement of the company’s vision. The company participates in the Great Place to Work survey every 18-24 months. The last survey was completed in March 2020 and we achieved a response rate of 84% and a Trust Index score of 74% which is the Great Place to Work’s measure of employee engagement. Over the last 7 years, the Group has consistently been placed in the top 25 Great Places to Work for large companies within the UK. The next survey will be taking place in February 2022 

The directors have continued the long-standing practice of keeping employees informed on matters affecting them and on the various factors affecting the performance of the Group, through a variety of media including email, films and team meetings.  Since the UK Government’s introduction of Covid 19 restrictions in March 2021, employees have received regular communications relating to the implementation of the Covid-19 restrictions and their impact on Frontier’s sites and working practices. During the year the company used a variety of communication tools including e-mail, Teams, the intranet and films to provide leadership updates, ongoing Covid 19 related guidance, wellbeing advice and support, health and safety programmes and training. The directors review the methods and effectiveness of these communications regularly to ensure that they are relevant and appropriate to our people. 

The company does all that it is practicable to meeting its responsibility towards the employment and training of disabled people. Where an employee becomes disabled, every effort is made to provide continuity of employment in the same job or a suitable alternative.