Business Management

Chesnara recognises the benefits of having diversity across all areas of the group. When considering the make-up of the Board, the benefits of diversity are appropriately reviewed and balanced where possible. This includes taking into account skills, sector experience, gender, race, disability, age, nationality and other contributions that individuals may make. In identifying suitable candidates, the Nominations & Governance Committee will look for candidates from a range of backgrounds, with the final decision being based on merit against the role criteria set. 

Chesnara maintains a business continuity plan (BCP) that makes sure recovery and continuity of all critical services will be achieved within an acceptable time frame.

The plan is regularly reviewed and tested at least once a year.

The Group has no appetite for any critical business services being unavailable in each of its business units beyond what local management consider acceptable.

The Group undertakes appraisals each year of all staff, including the Senior Management Team. The appraisal framework involves assessing three key measures: Values, Risk and Audit. Although it extends beyond reviewing performance based on regulatory standards and setting goals. It also provides for professional and personal development opportunities, to help foster every individual’s potential with the support of specialist guidance and training. 

Staff in the UK are expected to follow the FCA (Financial Conduct Authority) and PRA (Prudential Regulation Authority) conduct standards and Senior Management undergo Attestation every year and an SM&CR (Senior Managers and Certification Regime) Fitness and Propriety check every three years. 

Chesnara has no tolerance for bribery and corruption. The Group’s activities, and those of its Directors and employees, are conducted to the highest standards of ethics and integrity.

The Gifts & Hospitality principle gives guidance on receiving and providing gifts & hospitality and the difference between a permitted and non-permitted benefit.

Our recruitment of all employees follows clear policies and procedures to make sure the individuals selected are suitable and their roles, responsibilities and reporting lines are clearly specified. 

Induction, training and on-going professional development are given alongside on-going individual appraisal.

Our remuneration policies are designed to attract, motivate and retain high calibre individuals with the relevant skills and experience to contribute to the Group’s success. The Group’s approach to remuneration aims to promote sound, prudent and effective management of its business. 

Governance and oversight is provided by a Board Remuneration Committee.

Succession planning is an important aspect of good governance, ensuring that Chesnara is fully prepared for planned or sudden departures from key positions throughout the group. The Nominations & Governance Committee reviews the succession plans for the Boards, the group executive committee and senior executives across the group. The plans take into account the challenges, opportunities and both strategic and commercial issues facing the Company in its markets.