Skip to content
Social Value Action Plan
The Plan defines clear, measurable commitments and shows how social value is embedded across our operations, supply chain and contract delivery, supporting contracting authorities to meet policy objectives.
Mission: Kickstart economic growth
Outcomes:
- Outcome 1 – Fair work (jobs, fair conditions, pay practices, in-work progression, modern slavery risk)
- Outcome 2 – Skills for growth (address sector skills gaps, apprenticeships/training)
Our response:
Sepura is committed to ensuring fair and equal pay for all employees. We pay the real Living Wage, as defined by the Living Wage Foundation, and actively encourage our suppliers to adopt similar practices where appropriate to their operations. The Company recognises that all employees play a crucial role in ensuring the success of the business, and is therefore committed to providing training and development, where practicable, to improve the skills and competence of all its employees. All training and development is covered by the Training and Development Policy.
Measurable metric:
10% increase of personal development training hours across the business by 2030. Baseline is 2025: 1,122.50 hours.
Mission: Make Britain a clean energy superpower
Outcome:
- Outcome 4 – Sustainable procurement practices (additional environmental benefits in delivery; influencing staff/suppliers/communities to support climate and nature).
Our Response:
Sepura has used 100% renewable energy since 2016. In 2025, we renewed this commitment by signing a two-year energy deal guaranteeing 100% renewable sources- hydro, solar, and wind. All Sepura cardboard packaging is made from 100% recycled content and is FSC-certified, ensuring responsible material use and helping customers and partners reduce environmental impact.
Measurable Metric:
Sepura has committed to Net Zero by 2050 with the following milestones:
- Reduce Scope 1 emissions by 42% by 2030, in line with SBTi guidance (7% annual linear reduction).
- Maintain Scope 2 market-based emissions at zero up to and beyond 2035.
- Reduce Scope 3 intensity metrics by 56% by 2030 (13% annual compound reduction).
Mission: Take back our streets
Outcome:
- Outcome 5 – Support the reduction in crime (e.g., domestic abuse awareness/safeguarding within contract delivery)
Our Response:
Sepura upholds its duty of care to all employees, supporting those affected by discrimination, violence, or harm both inside and outside the workplace. We provide a safe working environment and offer volunteering leave for employees to support local community initiatives. Our long-standing charity programmes also assist vulnerable groups in our communities. Sepura solutions are used extensively across UK police forces and the UK’s NHS Ambulance Service. Sepura’s radios provide secure, reliable communication for police and emergency services. Features like encryption, GPS tracking and instant data sharing improve coordination and officer safety. This supports faster responses and better resource deployment, aligning with the UK’s crime reduction strategy through enhanced operational efficiency and public protection.
Measurable Metric:
To support government aims on domestic abuse awareness, Sepura will roll out online training for employees and signpost the appropriate referral services for those affected via our Employee Assistance Programme (EAP). Target: 100% completion of training across the business by FY27.
Mission: Break down barriers to opportunity
Outcomes:
- Outcome 6 – Employment and training for those facing barriers (e.g., disabled people, NEETs, care/prison leavers).
- Outcome 7 – Create a pipeline of opportunities for the future workforce (pre-work training, placements, outreach).
Our Response:
Sepura has a strong history of apprenticeship schemes across the business. In 2026, we plan to reinvigorate the programme, encouraging more young people to join and helping us build a future-ready workforce. Sepura encourages employees to actively engage in local communities through our volunteering schemes and places an added emphasis on working with local educational institutions to promote STEM activities. Additionally, Sepura has long engaged with work placements enabling young people to gain a better understanding of different career paths available to them whether that be through apprenticeships, graduate schemes, or other routes.
Measurable Metric:
The apprenticeship programme will launch in September 2026 with two streams: commercial and technical. Each apprentice will rotate across key functions and complete a mix of internal and external training, including core skills such as presentation, influencing, and commercial awareness. The primary success metric is Apprenticeship Completion Rate: the percentage of apprentices who finish the full three-year programme and achieve their qualification, with a target of ≥65%. Supporting measures include rotation signoffs, training completion, and mentor engagement.
Mission: Build an NHS fit for the future
Outcome:
- Outcome 8 – Increase productivity through physical and mental wellbeing (workforce health and wellbeing actions; links to reducing health inequalities).
Our Response:
Sepura is committed to fostering a safe and supportive environment for physical and mental wellbeing. We provide an Employee Assistance Programme (EAP) and private health cover, ensuring access to high-quality care. Regular health and wellbeing events promote engagement and build a supportive network within the business. In order to help promote employee health, Sepura has been operating a yearly flu vaccination programme free for all employees.
Measurable Metric:
In 2026, Sepura will introduce optional health MOTs for employees to help them understand their physical health and make informed decisions. Participation will be tracked, with year-on-year growth targeted up to 2030.