Section S172 Statement

Section 172 statement

Strategy

The Directors are fully aware of their responsibilities to promote the success of the Group in accordance with Section 172 of the Companies Act 2006 and welcome the reporting requirement in relation to Section 172.

Promoting the success of the Company for the benefit of its shareholders is of the upmost importance to the board.

Further details on how the Directors’ duties are discharged, and the oversight of these duties are included below.

The board makes decisions in respect of its operations considering the impact of the Group’s operations on the community and environment and the need to maintain high standards of business conduct. In taking decisions the board also considers the impact on its supply chain, which is key to the continued success of the business, across all sectors. In advance of making any decision, Directors are presented with papers and any relevant updates in relation to the Group’s strategic priorities. The board’s priority in making strategic decisions is about what it considers to be in the long-term success of the Group, from both a financial and safety perspective, as safety remains the overriding priority. The board uses information from stakeholder engagement, including employees and suppliers, together with community and environment factors to make these strategic decisions.

The feedback from stakeholders, particularly customers, supply chain partners and employees are paramount to the board when making decisions. The board also regularly reviews the Group’s safety performance to ensure that the zero-harm ambition is met. This commitment means making sure that our workplaces are safe and healthy for everyone, including our employees and anyone working on our behalf.

Our commitment to our people

Capula is a people-focused business, and our leadership team is committed to putting our colleagues at the very centre of how we operate. As a services business, we recognise that to delight our clients and their customers Capula must demonstrate high levels of commitment to, and investment in, our people.

Safety is our number one priority in Capula and we will not compromise on the health and safety of our employees. Our employees are free to stop the job if they have any concerns over safety whether on our sites or those of our clients. Capula goes further by providing a great range of additional employee benefits to enhance the working environment and well-being of its employees. Capula has introduced initiatives such as free fruit, nutritional information, recreational activities, volunteering opportunities and health monitoring. Capula has installed a well-being area in its estate and plans to expand this in the coming year.

Capula is committed to employing a diverse workforce at all levels of our business as this will contribute to improved performance and improved decision making, whilst encouraging diversity of thought, perspective and creativity for our business and for our shareholders. Capula believes that employing a diverse mix of people makes us a stronger and more sustainable business, and one that closely reflects the society around us. Capula’s Equity, Diversity and Inclusion (ED&I) network (EveryOne) encourages minority groups to come forward and contribute their views and skills for the benefit of all the employees and the success of the business. The EveryOne network is run by our employees for our employees and has significantly contributed to many improvements across our business.

Our people management software supports improved people data collation, enhancing reporting on people metrics to give high quality information and improved people data accuracy. The system continues to be developed and refined to remove inconsistencies and data inaccuracies. This system is now fully embedded into the business and has allowed all leaders to manage their teams much more efficiently. Capula is installing an Application Tracking System (ATS) as an extension to our people management software to support our recruitment activity. This will allow Capula to improve efficiency in recruitment by being more accurate and timelier in all aspects of the recruitment process.

Our Learning Management System (LMS) has also now matured, allowing employees to drive their own development and careers. Our continuing investment in training and developing our own engineers through our extensive apprenticeship program, is backed up by this LMS and by a large number of on-line learning courses. The LMS is also a performance management system which allows good quality and timely performance reviews to be undertaken in an open and authentic style.

In addition, our LMS has continued to strengthen our capability for leadership development, and we have invested considerable resources to bolster our skills development in all necessary subject matter areas. The LMS provides a single dedicated location where employees can identify their performance gaps and areas for development and then easily access resources to address those needs. Capula benefits from the considerable resources and opportunities provided by EDF and Dalkia UK, delivering:

• A rigorous and thorough process for talent identification which is consistently applied across the Group;

• An improved performance management process that helps to encourage two-way development discussions for all employees;

• Well constructed and inventive leadership development training;

• A well established and proven coaching and mentoring framework that is available to those in need of such support.

One of Capula’s key strategic goals is to grow its own engineers and to support this we have developed an extensive and well-regarded apprenticeship development programme, particularly in engineering and digital fields. Most of our apprenticeships are Degree apprenticeships and in total 17% of the Capula workforce is in an apprenticeship. As we consider engaging with and listening to our employees of the utmost importance, and to ensure we understand the issues and feeling of our employees, we have many employee feedback mechanisms and we regularly communicate all aspects of our performance through team meetings, learning sessions, all company briefings and our intranet. Our employee feedback mechanisms, such as the EDF Employee Engagement Survey and Mood Indicator, encourage our employees to raise areas of concern or call out areas where we are not performing as we should. All feedback is discussed at Board level and is used to support the setting of company strategy and define individual business unit objectives. The directors consider this feedback to be of high importance and use it to continually improve all aspects of our business.

Our commitment to our clients and customers

Capula remains committed to delivering high quality, dependable services founded on trust, transparency and professional integrity. Our long-standing relationships across both the private and public sectors continue to shape our approach, ensuring that we listen carefully, respond promptly and provide solutions that meet the evolving needs of our clients.

A central pillar of our strategy is the consistent delivery of excellence to our existing customer base. Repeat business remains a key indicator of client confidence, and we continue to invest in strengthening these relationships through a deep understanding of requirements, proactive engagement and a sustained focus on performance improvement.

Capula have maintained strong momentum across our established markets and continue to benefit from sustained investment and long-term programme activity.

In parallel, we have made significant progress in developing our third strategic vertical, which we refer to as ‘Adjacent Markets’. This area represents an important growth opportunity, enabling us to apply our proven capabilities, especially in digital and cyber, to new sectors and further diversify our portfolio.

Alongside the continued strengthening of our important long term client relationships, we have secured new clients across all our key verticals. This combination of enduring partnerships and new client wins strengthens our market position and supports our long-term growth ambitions.

We have further prioritised our focus on Key Account Management, embedding a structured and disciplined approach to relationship management throughout the organisation, including at senior leadership level. This increased emphasis on engagement, communication and customer satisfaction ensures that our clients receive consistent attention and strategic support.

Our commitment to our suppliers and partners

Capula recognise that strong supplier and partner relationships are fundamental to the reliability and resilience of our operations.

We are committed to maintaining open, transparent and mutually beneficial engagement across our supply chain, ensuring alignment with our values and the high standards expected by our clients. As the organisation continues to grow, we are expanding and refining our supplier network to ensure access to the right capacity, specialist skills and technical capability.

We place significant emphasis on the development of strategic partnerships that deliver shared value. These relationships are built on clear objectives, open communication and a long-term perspective. By investing leadership time, structured collaboration and ongoing performance dialogue, we strengthen capability, enhance innovation and ensure that our combined expertise supports the successful delivery of client programmes.

Our commitment is to engage suppliers and partners with professionalism and respect, fostering a collaborative environment that supports consistent, high-quality outcomes. As a purpose-led, responsible organisation, Capula exists to create better outcomes for all stakeholders, including our suppliers and partners, with whom we seek to build lasting relationships, treating them fairly, while encouraging them to deliver. We continue to have very strong relationships with our suppliers and partners and are always seeking new opportunities to further strengthen the existing relationships.

Our commitment to society and environment

During the period Dalkia UK employed 5,100 people within the UK, and we strongly believe it is our collective responsibility to make a positive impact, in our local workplaces, communities where we operate and, on the environment, we all share.

During the year our employees have been encouraged to take part in volunteering activities to support local charities, contribute to local communities and add social value wherever they can. Volunteering for community projects is heavily supported by the leadership team who are also active volunteers. Capula has an extensive STEM programme - visiting schools and colleges to demonstrate the careers that are available in engineering and digital disciplines. By supporting local STEM it also provides opportunities for students to be recruited into Capula in the future, and by using apprentices to deliver the STEM activity, the apprentices learn teamwork and training and presentation skills. Our more mature apprentices and apprenticeship Graduates also take on mentoring roles, supporting the annual cohort of new apprentices.

Our commitment to supporting our employees’ overall wellbeing remains a core part of our social value responsibility plan. A Group-wide initiative called Changing Gear, our EveryOne network and our charity partnership with The British Heart Foundation, supports us to focus on wellbeing and also educate on heart health.

Capula’s capital investment in net zero initiatives, in a Solar Photovoltaics (PV) array at the head offices continues to provide sustainable energy and is on target to give a return on investment in less than four years.

The future

Being part of the EDF Group provides us with support and backing to accelerate our growth plans, by giving us access to new customers, new sectors and new innovative technologies.

We bring to EDF our experience and skill around delivering complex technical projects, our national presence and reputation in mechanical and electrical engineering, technical maintenance and our systems integration capabilities.

We believe that working in this close collaboration with EDF provides us the opportunity to occupy a unique market position in the UK. Imtech’s skills and experience can support EDF’s delivery of services, as well as offer our current and new clients an exciting range of innovative new services and technologies. Looking forward, market conditions including implications of Brexit, might be volatile in the next few years.

Finally, we would like to take the opportunity to thank our customers and suppliers for their continuing support and we look forward to working together to deliver a better experience on all our future collaborations.