REG - Robert Walters PLC - Annual Financial Report

Robert WaltersAnnouncement

05/04/2023 16:30

For best results when printing this announcement, please click on link below:
http://newsfile.refinitiv.com/getnewsfile/v1/story?guid=urn:newsml:reuters.com:20230405:nRSE5329Va&default-theme=true

RNS Number : 5329V  Robert Walters PLC  05 April 2023

ROBERT WALTERS PLC (THE "COMPANY")

 

Annual Financial Report

 

Copies of the Annual Report & Accounts of the Company for the year ended
31 December 2022, the Circular to shareholders of the Company, including
Notice of the Annual General Meeting ("AGM") of the Company, currently
scheduled to be held on Thursday, 27 April 2023, and the form of proxy for use
at the Annual General Meeting, have been submitted to the National Storage
Mechanism and will shortly be available for inspection at:
https://data.fca.org.uk/#/nsm/nationalstoragemechanism
(https://data.fca.org.uk/#/nsm/nationalstoragemechanism)

 

The Annual Report & Accounts 2022 is now available on the Company's
website (in pdf and ESEF format) at:

 

https://www.robertwaltersgroup.com/investors/financial-reports.html
(https://www.robertwaltersgroup.com/investors/financial-reports.html)

 

The AGM Notice and form of proxy are also available on the Company's website
at:

 

https://www.robertwaltersgroup.com/investors/annual-general-meeting.html
(https://www.robertwaltersgroup.com/investors/annual-general-meeting.html)

 

Hard copies of the above documents have been mailed to those shareholders
having elected to receive paper copies.

 

In accordance with Disclosure and Transparency Rule 6.3.5, the information in
the attached Appendix consisting of a Directors' Responsibility Statement,
principal risks and uncertainties and related party transactions has been
extracted unedited from the Annual Report and Accounts for the year ended 31
December 2022 and should be read in conjunction with the Company's final
results for the year ended 31 December 2022 which were announced in unedited
full text on Friday, 10 March 2023.

 

Enquiries:

Tony Hunter, Company Secretary +44 (0) 20 7379 3333

 

 

APPENDIX

 

Directors' Responsibility Statement pursuant to DTR4

We confirm that to the best of our knowledge:

 

−    The Group financial statements have been prepared in accordance with
the applicable set of accounting standards, give a true and fair view of the
assets, liabilities, financial position and profit or loss of the Group and
the undertakings included in the consolidation taken as a whole; and

−    The Annual Report includes a fair review of the development and
performance of the business and the financial position of the Group and the
Parent Company together with a description of the principal risks and
uncertainties that they face.

 

By order of the Board,

 

Alan Bannatyne

Chief Financial Officer

9 March 2023

 

 

Principal risks and uncertainties

The Board considers the full range of business risks affecting the Group on a
regular basis, and takes action to address such risks. The perceived key risks
are as follows:

 

(i) Political factors, economic, environmental and market uncertainty

The level of candidate and client confidence in the employment market and job
availability are important factors in determining the total number of
recruitment transactions in a given year and are significantly impacted by
political and economic turbulence and uncertainty. Candidates are less
inclined to move jobs when the number of jobs available is in decline or
stagnant, which could lead to a deterioration in the Group's financial
performance. The aftermath of the Covid pandemic, higher inflation, rising
energy costs and rising interest rates as well as continued global political
turbulence, could add pressure to local economies and have a significant
negative impact on the jobs market and result in reduced hiring volumes.
Climate change (including increased extreme weather events) could result in
geopolitical disruption and could have an impact on job losses and the job
market. The Group is geographically diversified, spanning 31 countries, which
reduces the reliance on the success of any particular market.

 

The Group also continues to develop its contract business, which provides more
resilient revenue streams in the event of an economic downturn. The Group has
successfully diversified into other sectors to reduce its concentration risk
in the event of a downturn.

 

The Board's strategy when facing a slowdown in a market is to balance the cost
base, such that the impact on profit is mitigated, against the perceived
future benefit from the retention of key staff. Historically, the Group has
benefited substantially from increased operational gearing as a result of its
policy of deliberately retaining key staff through economic downturns.

 

The Resource Solutions business is prepared to support the relocation of
workers, with the opportunity to leverage off existing infrastructure within
the Robert Walters Group. Live job availability is monitored to ensure action
plans are documented for immediate action in response to any potential adverse
impact on hiring volumes.

 

The Group has strong but prudent cost management. Management continuously
monitor the ongoing impact of political and economic factors, and increased
market uncertainty on individual markets, implementing appropriate actions as
required.

 

The impact of climate-related environmental issues on the Group and local
markets is considered on an ongoing basis. An ESG Committee meets regularly to
assist the Board in identifying and assessing climate-related risks and
opportunities.

 

Wage inflation may increase the propensity of candidates to change jobs
despite greater uncertainty.

 

(ii) Talent attraction and retention

The Group relies heavily on recruiting and retaining talented individuals with
the right and diverse skill sets to grow the business. In addition, as the
Group expands its operations in emerging markets, the supply of people with
the required skills in specific geographic regions may be limited. Failure to
attract and retain key employees with the required sales, management and
leadership skills may adversely affect the Group's financial results. An
inability to maintain and continue to strive for a truly diverse and inclusive
culture could have an adverse impact on talent attraction and retention,
strategic thinking, decision making and overall employee engagement. A global
pandemic, eco-anxiety and unusual stressful working environments could have an
impact on employees' mental health, which could lead to increased staff
turnover and reduced engagement. Increased importance of ESG, alignment of
personal and employer's purpose and action against climate change and flexible
working, could have an impact on attraction and retention of staff.

 

The Group's policy of linking bonuses to profitability in discrete operating
units has a high correlation to the retention of efficient and effective
members of staff.

 

The long-term incentive schemes that are detailed in note 19 to the accounts
form a key part of a wider strategy to improve levels of staff retention,
particularly of the Group's senior employees.

 

Other elements of the strategy to improve staff retention and maximise career
opportunities include significant investment of time and financial resources
in employee training and development including regular appraisals, aimed at
core consultant competencies and focused on enhancing management potential.
The Group's culture and the associated processes help to increase productivity
and improve employee alignment to the business. A comprehensive approach to
succession planning is also in place across the Group.

 

Our equity, diversity and inclusion (ED&I) initiatives are encapsulated as
part of wider ESG targets and associated KPIs. The Board promotes, monitors
and benchmarks ED&I, with initiatives and actions being a focus across all
the Group's regions.

 

The Group has a Global Head of Equity, Diversity & Inclusion to drive our
ongoing commitment to a working environment that promotes inclusion, dignity
and respect for all. A Group-wide ED&I council is in place, the purpose of
which is to create a forum for staff to discuss topical ED&I issues and to
ensure, as a business, we are striving to create a truly inclusive culture.
All inclusive leadership training for all managers form part of the Group's
training programme. The Group does not accept or tolerate inappropriate
behaviour and has clear policies and processes to that effect.

 

Our approach to ESG stems from our purpose and focuses on the six pillars of
our ESG Strategy: Engaging our workforce, Enhancing our ED&I initiatives,
Responding to a sustainable world of work, Reducing our environmental impact,
Being a responsible business and Supporting our communities. Our ESG strategy
is informed by our materiality assessment and aligns to the United Nations' 17
Sustainable Development Goals (SDGs). This ensures that our actions are
aligned with the latest thinking and best practice, and that we can respond to
the most critical areas of concern in an effective, agile way.

 

The Group offers international career opportunities and actively encourages
the redeployment of existing talent to international offices and also to
establish new offices.

 

There are a significant number of mental health and well-being initiatives in
place across the Group and they are considered as high priority by management.

 

(iii) Competition and emerging technologies

Competition risk varies in each of the Group's main regions depending on the
maturity of the client and candidate market. The emergence of new technology
platforms such as web-based applications and artificial intelligence for
recruitment purposes may also lead to increased competition.

 

The development of strong commercial relationships with clients has enabled
the Group to win and then maintain its contracts with large global
organisations and the Group also has a significant and diverse income stream
across the SME marketplace.

 

The Group reviews and monitors changes in technology and social media trends
to ensure that it evolves appropriately. The Group continues to promote itself
as a relationship recruiter operating in specialised markets, ensuring its
online presence is competitive and provides a high-quality customer
experience.

 

Through our innovation, marketing, customer experience (CX) and technology and
transformation teams, we continue to identify, trial and adopt new technology
to both enhance and augment the service our consultants can provide and to
drive efficiencies across our business.

 

(iiii) Brand, reputation and business strategy

There is an inherent risk that the brand and reputation of the Group could be
impacted by failure to maintain highquality service levels to both candidates
and clients. The increasing use of social media increases the Group's exposure
to reputational damage.

 

A failure to demonstrate progress in reducing our environmental impact and
meeting our ESG Strategy targets could have a negative impact on the Group's
reputation.

 

Quality control standards are maintained and reviewed for each stage of the
recruitment cycle.

 

A 'contact us' email address is available on the Group's websites so to give
users and candidates the ability to provide feedback or concerns. These can
then be acted upon swiftly by the Chief Marketing Officer and local senior
management. The Group has a well defined whistleblowing process which can be
accessed by candidates, clients and suppliers. To complement this and in line
with best practices, the Group has appointed an independent confidential
reporting service where concerns can be raised anonymously and treated with
complete confidence.

 

The Group's long-term strategy for growth is founded on the two pillars of
organic international expansion and discipline diversification. It is a
testament to this strategy and underlying strength of the Group's brand and
management team that we have delivered a resilient performance throughout the
difficult market conditions.

 

Candidate satisfaction surveys are carried out on a regular basis, with
Directors addressing any negative feedback directly with the candidate.

 

The Group has committed to the ongoing tracking and monitoring of our core ESG
KPIs, including climate-relevant metrics and targets. These are disclosed in
full on page 51.

 

(v) Candidate risk

A negative candidate experience as a result of poor candidate service, data
breach or other candidate dissatisfaction, could result in candidate
complaints, loss of quality candidate base or loss of referrals.

 

Clear policies and processes are in place around candidate engagement and
active candidate management. Quality control standards are maintained and
reviewed for each stage of the recruitment cycle with all new employees
receiving appropriate levels of training applicable to their role.

 

During the year we have commenced an ongoing global review dedicated to
refining our engagement with candidates and also to ensure that best practice
candidate experience protocols are delivered consistently across the Group.

 

We monitor consumer trends outside of the recruitment industry and analyse how
consumers' changing expectations could drive the imperative for change within
our industry.

 

We continue to develop the ways we use Microsoft Power BI to deliver business
insights and management information.

 

(vi) Non-compliance with laws, regulations and contractual obligations

The Group operates in a number of diverse jurisdictions and has to comply with
numerous domestic and international laws and regulations and other specific
contractual obligations. Any non-compliance with legislation, regulatory
requirements or contractual obligations may result in legal penalties,
non-renewal or revocation of a local business licence or financial loss which
could have a detrimental effect on the Group's financial performance and
reputation. The landscape of carbon reporting is rapidly changing, increasing
the risk of non-compliance with reporting requirements.

 

To ensure compliance, our legal department works with leading external
advisers, as required, to monitor potential changes in employment legislation
across the markets in which we operate.

 

Contractual terms and conditions are thoroughly reviewed before signing to
ensure contract provisions are fully understood, risks are fairly allocated
between parties and are monitored to ensure contractual obligations are
adhered to.

 

An escalation process exists such that contracts with non-standard terms are
reviewed and approved by the Chief Legal Officer and Chief Financial Officer
as appropriate.

 

Climate-related risks and opportunities, including guidance from the Task
Force on Climate-related Financial Disclosures (TCFD), and compliance with
climate related corporate reporting in conjunction with other regulatory
requirements are reviewed on an ongoing basis. Appropriate disclosures are
made where they are considered to have a material impact on business strategy,
operations or the environment. Although the Group does not operate in a sector
with a significant environmental impact, the Group recognises its requirements
and embraces environmental stewardship.

 

(vii) Regulatory environment

The Group operates in a number of diverse jurisdictions and has to comply with
numerous domestic and international regulations. Any change in the regulatory
environment, particularly impacting employment legislation for both candidates
and clients, could have a detrimental effect on the Group's financial
performance. Any unanticipated change or implementation of climate policies
may result in increased costs and a possible threat to licences to operate if
the Group is unable to keep up with legal requirements.

 

The Group's legal department, together with local legal expertise, remains up
to date with any proposed regulatory changes, allowing the Group sufficient
time to assess the impact and implement processes to minimise the exposure and
maximise opportunity.

 

A log of licences and renewals is maintained. There is formalisation of
regulatory reporting and escalations with legal oversight of licensing
processes, and the Group makes use of external counsel where necessary.

 

The Group has pre-emptively set environmental targets and corporate strategy
to reduce carbon emissions and has made disclosures consistent with the TCFD
recommendations and recommended disclosures.

 

(viii) Data breach and cyber security

A data breach, cyber-attack or loss of confidential and competitive
information could have a material impact on the Group's financial results and
an adverse impact on the operations and the reputation of the Group.

 

The Group maintains an IT security policy, which is comprehensive but not able
to eliminate all risk, which is reviewed on a regular basis and covers all
areas of IT security from user access through to server access. Third-party
advisers are used to perform penetration tests on major systems and
operations.

 

All candidate and client information is held securely with restricted access
and with data protection rules in place.

 

Appropriate guidance and training on the security and handling of both manual
and electronic documents, including confidential and sensitive data, is
available to all staff.

 

The Group has a dedicated Chief Technology Architect and Group Information
Security Officer with specific remits to consider and ensure that appropriate
and reasonable controls are put in place, particularly in respect of
cyber-related threats and data breach. The Group has appointed a Data
Protection Officer to oversee the handling of personal data and compliance
with Data Protection laws.

 

(viiii) Reliance on technology infrastructure

The Group is reliant on its technological infrastructure for day-to-day
operations and for delivering client and candidate services.

 

A critical infrastructure or system disruption could have a material impact on
the Group's financial results and an adverse impact on operations and the
reputation of the Group.

 

Climate change could result in more extreme weather events, which could cause
damage and disruption to the Group's technology infrastructure.

 

The Group continues to review and improve its business continuity and disaster
recovery plans to mitigate against any critical infrastructure disruptions.
The Group has invested in technology and innovation, enabling effective
ongoing hybrid working.

 

Third-party advisers are used to perform penetration tests on major systems
and operations.

 

A change management team is in place to ensure that appropriate consideration
is given to all change requirements, including a risk analysis of the
requirement, and appropriate plans are developed to deal with any potential
critical disruptions.

 

Our disaster recovery processes, which are regularly reviewed, ensure the
Group is able to mitigate natural disaster risks (e.g. floods, earthquakes),
and the Group is also geographically diversified. In addition, the provision
of Microsoft Surface Pros to all staff ensures we have the flexibility to work
remotely as required.

 

(x) Treasury risk

The Group operates under a number of functional currencies. Any unfavourable
movement in the foreign exchange rates may have an adverse effect on
translation of overseas operations, and subsequently the Group's Pounds
Sterling financial results. An adverse cash position, or the inability to
access capital/funding, could result in an inability to pay creditors and to
fulfil day-to-day operations and requirements. There is an increased
uncertainty over cash flows due to economic pressures, which could have an
adverse impact on working capital balances and increases the level of risk of
an adverse effect on Pounds Sterling and client payment risk profile. The
future success of the Group could be affected if the Group fails to align its
capital planning with its business strategy.

 

Revenues and costs are in their functional currencies in the local entities,
which minimises the Group's transactional exposure.

 

Credit worthiness and client risk profiles are monitored, with prompt
escalation procedures for disputes and instances of slow payment.

 

The Group continues to monitor the sensitivity to foreign currency
fluctuations through performing regular sensitivity analysis and reducing
exposure wherever possible.

 

Cash flow and working capital forecasts are prepared and reviewed regularly to
ensure the Group remains in a strong balance sheet position and a detailed
plan for any growth opportunities is created before any deal is executed to
ensure that the appropriate finance is in place.

 

Related party transactions

Transactions between Robert Walters Plc and its subsidiaries, which are
related parties, have been eliminated on consolidation and are not disclosed
in this note. The remuneration of key management personnel who are deemed to
be Directors has been disclosed in the Report of the Remuneration Committee on
pages 92 to 119.

 

During the year, there were no related party transactions included within
administrative expenses (2021: nil).

 

There were no outstanding balances at the 31 December 2022.

All transactions were undertaken on an arms-length basis.

This information is provided by RNS, the news service of the London Stock Exchange. RNS is approved by the Financial Conduct Authority to act as a Primary Information Provider in the United Kingdom. Terms and conditions relating to the use and distribution of this information may apply. For further information, please contact
rns@lseg.com (mailto:rns@lseg.com)
 or visit
www.rns.com (http://www.rns.com/)
.

RNS may use your IP address to confirm compliance with the terms and conditions, to analyse how you engage with the information contained in this communication, and to share such analysis on an anonymised basis with others as part of our commercial services. For further information about how RNS and the London Stock Exchange use the personal data you provide us, please see our
Privacy Policy (https://www.lseg.com/privacy-and-cookie-policy)
.   END  ACSUVUVRORUSRAR