Hallmarq and ESG – an Introduction
With a mission to improve the lives of animals and those who care for them, Hallmarq strives to increase access to advanced imaging technology through awareness, education, and affordable and safe veterinary products.
“In supporting our customers, we recognise that how we do business is as important as what we do. Internally, we work to minimise the environmental footprint of our products and services, whilst investing in our employees to keep them safe and help them develop their careers. Externally, we work collaboratively with our customers and suppliers to provide innovative technologies that benefit animal health.”
Mick Crosthwaite, CEO Hallmarq Veterinary Imaging
Through its working partnership with Sustainable Advantage, Hallmarq has been ESG assessed to meet exacting criteria for commitment to its sustainability programme, employees, customers, and their communities.
In bringing together the different aspects of our sustainability programme, we work to manage our business risks and the impact we have on the world and the communities in which we operate. The principles that guide this approach are:
Environmental
We recognise the need for all businesses to be mindful of the effect they have on the environment and are committed to reducing our own environmental impact. We strive to understand and embrace the challenge of caring for our planet.
Social
We work to create an inclusive culture to help our people grow and succeed in a safe working environment that supports continued health and wellbeing. In addition, we support and encourage the next generation of leaders in our field.
Governance
We maintain high standards of corporate governance and are committed to conducting business responsibly. We deliver transparency on standards and values around how we do business and what we and those we work with can expect
The Environment
Whether shipping carbon-neutral, using recycled consumables or sourcing our energy supplies from renewable sources, we endeavour to minimise the impact of our business on the environment in whichever way we can. We track the following metrics and have initiatives to try and reduce these each year:
- Business travel – including miles by air and driven by car (both fossil fuels and electric)
- Freight – including miles by air, sea and land
- Helium – in litres (used for superconducting magnets at customer sites)*
- Waste – in tonnes if we can’t recycle, and in skips
- Recyclables – in tonnes
In addition to what we track, we encourage a culture of awareness and responsibility in our offices and for those working remotely. Single-use plastics are actively discouraged; reusable water bottles and coffee cups are the norm and packaging, wherever possible, is reused or recycled.
*Aware that helium is a finite resource, and mindful of the impact that its increasing scarcity will have on advanced imaging, Hallmarq launched the world’s first and only zero helium small animal 1.5T MRI in 2022.
Social
Our people:
As our greatest asset, we believe that our employees are proud to work for a company recognised as industry leaders. As pioneers in changing the face of lameness diagnosis around the world, we continue to innovate with a diverse workforce that brings a broad range of perspectives and experience.
This diversity enables us to make decisions that are right for our customers, and which exceed expectations in an environment that fosters growth and learning.
Our values:
Since its inception over two decades ago, Hallmarq’s aim has always been to improve animal health. This key concept remains at the heart of all we do. A shared pride in our work, never losing our curiosity, and cultivating partnerships around the world are just some of the core values that help drive our decision-making.
These shared values form the basis of our company culture and help define how we conduct ourselves and our relationships with our stakeholders.
Employee Engagement:
A shared sense of purpose unites our global workforce, and we work closely to create an inclusive culture with continued investment in our people to help them succeed. Essential to uniting employees is our mission statement, central to aligning our thinking and key to driving the difference that we strive to effect:
“Improving the lives of animals and those who care for them.”
A sense of belonging for all employees is key to them feeling included and valued. Feedback and listening are critical parts of this. Six-monthly staff surveys are implemented, providing quantifiable insights to the Board and senior leadership team who then build action plans to address any concerns highlighted.
Health and Wellbeing:
Our Health & Safety function is proactively managed to ensure the health and well-being of our employees whilst continuing business operations and supporting our customers. Since the pandemic, a hybrid working model has been introduced, with regular core office days to foster collaboration and encourage cross-departmental engagement. Health and safety training is provided to all employees and risk assessments are reviewed to ensure they remain current and accurate. In addition, our communal areas allow for interaction away from the screen for improved mental health and well-being.
Diversity and Inclusion:
Respect for the individual and a culture of inclusivity is core to our company values. We aim to foster and encourage a culture where difference is valued, and each person is recognised for their contribution.
Within our six-monthly staff surveys, we ask everyone to score how Hallmarq encourages diversity and minimises discrimination. This key metric is tracked and reported to the Board.
We monitor the gender composition of our workforce and report this to the board every month, tracking:
- Male / female split across all staff
- Male / female split across managers and directors
- Male / female pay variance across all staff
The Board is committed to a range of actions to help increase the visibility of our approach
Continued Professional Development (CPD):
Quarterly reviews with Line Managers are implemented for all employees, with opportunities for training and professional development to be discussed and implemented.
As part of these reviews, employees are encouraged to access online courses and tutorials, with bespoke training packages and pathways identified and developed for different organisational roles. These capability reviews ensure we have the skills to deliver long-term sustainable growth for both the individual and the company.
Human Rights & Modern Slavery:
Our Human Rights Policy states our intent to be inclusive, supportive, and safe. We expect every employee to adhere to the spirit of this policy, which is fully supported by our Board. All members of the Executive Committee take responsibility for ensuring implementation.
We are committed to preventing acts of modern slavery and human trafficking from occurring and have a zero-tolerance approach to all forms of modern slavery. We expect our suppliers to adopt the same approach.
Our Community
STEM Outreach Project:
We are committed to working with local schools to promote Science, Technology and Engineering subjects within the veterinary profession. Our job is to support and encourage the next generation of leaders in our field.
As passionate advocates for science, our STEM Ambassadors actively participate in programmes that educate, encourage, and inspire young people from primary school onwards, to think about science as a career.
Fig 1. shows Hallmarq’s Chief Technology Officer, Dr. Steve Roberts, delivering a STEM talk to primary school students in Worthing.
Secondary Schools:
Hallmarq regularly offers an annual work experience placement to a young person considering the industry. Through active engagement in cross-company activities, we aim to ensure a rounded experience that affirms their choices.
University Placements:
“Engineering can take you in so many different directions. It’s not always about maths and physics. If you’re practical and like to work things out, there will be something for you in this field.”
Estelle Stables, Former University Placement as Junior Engineer
Governance
Governance is an important element of our Board environment; supporting how we do business, and serve our stakeholders, we aim to be relevant, authentic, and meaningful.
Board Oversight:
Every month, the Board reviews a register of risks and considers any possible new risks to the business.
The delegation of authority is formally documented and published across the business to ensure contractual and financial commitments are only made by authorised individuals.
The audit committee works with the company’s auditors to oversee accounting policy and review the company’s annual accounts.
Staff pay is overseen by the Remuneration Committee consisting of members of the Board and drawing on external consultants as required to ensure appropriate pay levels in the business.
Companies Act:
The Board of Directors strives to operate at the highest standards. Board members are required to disclose any conflicts of interest and adhere to their fiduciary duties as defined in the Companies Act 2006.
Anti-bribery and Corruption:
Our Code of Business Conduct and Ethics is available electronically to all employees and is included in the Staff Handbook. It sets out how we do business and what we expect of ourselves and those we work with. It covers topics such as bribery and corruption, hospitality and gifts, human rights and modern slavery, providing advice and guidance for dealing with concerns, including the contact details of a confidential and independent whistle‑blowing service.
Privacy and Data Protection:
Our Global Privacy Standard outlines the principles underpinning our approach to handling personal data. Our commitment to UK-based employees regarding our handling of their data in compliance with the GDPR is set out in our GDPR Privacy Notice for Employees.
