Touchstar plc

Climate Impact & Sustainability Data (2019, 2022)

The Group seeks to reduce the amount of resources consumed on a unit by unit basis to limit the size of our environmental footprint.

The Group monitors closely the satisfaction of its employees and ensures that remuneration packages match both contribution and the wider employment market. In addition, the Group has in place schemes which are related to Group results and which allow key employees to participate in the success of the Group as a whole.
The Group has an established policy of encouraging the employment of disabled persons wherever this is practicable and endeavours to ensure that disabled employees benefit from training and career development programmes in common with all other employees.

High standards of Corporate Governance are a key priority of the Board and details of how the Group addresses key governance issues are set out in the Corporate Governance section of its website by reference to the 10 principles of Corporate Governance developed by the QCA.

2019 sales revenue uptake was less than we had planned for and as mentioned we believe the uncertain political back drop within the UK was largely to blame.
The COVID-19 pandemic has reduced the Group’s revenue in the short term

Reductions in staff costs, property rentals and software development, as well as utilising UK government schemes such as the Coronavirus Job Retention Scheme, and taken the opportunity to delay the payment of PAYE, NI and VAT.
All employees have made a large collective sacrifice in this time of C-19 crisis by agreeing to take substantially lower salaries for the duration of lockdown – whether furloughed or working.

Frameworks Used: QCA

Actively replacing its existing motor fleet with a combination of hybrid and fully electric vehicles along with the installation of electric charging points at its head office in Manchester.
Aims to reduce the amount of resources consumed on a unit by unit basis to limit the size of our environmental footprint.

Creating a diverse, inclusive, and positive place for colleagues to work is a core focus for the Group.
Personal training and development is encouraged, creating a more sustainable workforce and is very proud of its low attrition rates with the average length of tenure being over 10 years.
The Group has an established policy of encouraging the employment of disabled persons wherever this is practicable and endeavours to ensure that disabled employees benefit from training and career development programmes in common with all other employees.

Retention of employees is key to the success of the business.
Changes in technology occur at an ever-increasing rate.
The Group recognises that it operates on a global basis and as such is subject to competitive global pricing as well as service and performance criteria in local markets.
Global strategy will create issues of foreign exchange fluctuations.
COVID-19 pandemic along with other external global economic challenges brought additional macroeconomic and societal challenges.

The Group monitors closely the satisfaction of its employees and ensures that remuneration packages match both contribution and the wider employment market.
Through its technical functions the business monitors emerging technologies and seeks to understand how these technologies will impact our current business and how they may be incorporated in designs of future product offerings.
Margins are monitored on a contract by contract basis and commercial decisions are adjusted accordingly.
The Group has a customer credit policy in place and the exposure to credit risk is monitored on an ongoing basis.
The Group maintains short-term cash deposits and unutilised banking facilities to mitigate any liquidity risk it may face.

Frameworks Used: QCA Code