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Our 2025 AGM will be a digitally-enabled meeting, held at, and broadcast from, M&S' Waterside House Support Centre at 11am on Tuesday 1 July 2025. The Board is committed to leading on shareholder engagement and continues to believe a digitally-enabled meeting is the best way for directors to interact and engage with the broadest range of shareholders.

More information about the 2025 AGM, and how you can attend, can be found on our AGM page.

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M&S is a leading British retailer bringing quality, great value food, clothing and homeware to millions of customers around the world

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Aramco's Annual Report: Prioritizing Shareholder Metrics Over Employee-Specific Transparency

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Aramco's Annual Report: Prioritizing Shareholder Metrics Over Employee-Specific Transparency

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2024 Annual Report

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Provides macro-level job security and corporate direction to a large extent, offering comfort regarding the company's long-term health and stability.

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Workforce metrics and diversity, day-to-day work policies, career growth & mobility, regular employee compensation and employee benfits

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The report is silent on key metrics like employee turnover rate (which indicates satisfaction/retention), average training hours per employee (which indicates investment in skills), and detailed statistics on diversity (e.g. gender and nationalisation statistics across all employee levels, especially management) overall needs to independently verify the stated commitment to employees and culture. Also fails to portray work life balance or general compensation although focus is given on executive scale, general employee cannot determine their own compensation scale.

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Santander UK gives a clear high level view of performance of the company. They also explain their values and spends a lot on ESG reporting, including climate change and inclusion topics. They also explain different risk factors and touch on explaning the importance of digitalisation.

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from an employee's perspecitve, being an inclusive bank who is also aware of the enviroment its operating in is a great information. However, there is a little about how they are trying to close ethnicity pay gap within the bank. the people and culture section also gives no details on promotion pathways. Or when it comes to talent retention, the report just using the typical jargons of "attracting and developing the best people" but no real explanation how they would achive a positive outcome. 

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From an employee’s perspective, the 2024 report gives a good overview of Santander UK’s financial results and broad strategy, but it feels more like a document for investors than for staff. It talks a lot about inclusion, ESG, and sustainability, but most of it is high-level messaging rather than real, practical changes we can see day to day.

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The annual report gives a clear overview of Shell’s results and goals. As an employee, you get a sense of the company’s overall direction and focus on safety.

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There’s not much detail about pay, promotions or everyday staff concerns. Most info is broad and mainly for shareholders, not regular staff.

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It’s useful for seeing the big picture but would be better with info like training, staff support, and practical changes affecting employees. More details on diversity and well-being for all staff would help.

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The annual report explains how Shell is performing overall and highlights the company’s main goals, so you get a basic idea of what’s happening.

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It doesn’t really cover pay, promotions or what changes might mean for ordinary employees. Most details are aimed at investors rather than staff.

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It’s useful for seeing the big picture but would be better with info like training, staff support and practical changes affecting employees. More details on diversity and well being for all staff would help.

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From an employee lens, the 10-K gives helpful big-picture context: strategy, segment setup (North America vs. International Developed vs. Emerging Markets), major customers, risks (competition, costs, FX, supply chain), and lots on financial health (debt, liquidity, cash flows). It also covers people headlines (~36,000 employees, engagement gains, TRIR safety metric, learning via “Ownerversity,” and the LiveWell total rewards framing) so I can see priorities around culture, development, and safety.

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As an employee, I’d want more ground-level detail about things like pay equity and wage progression by role/region, bonus plan mechanics, attrition and internal mobility rates, specific training hours and career paths, site-level investment or closure plans, remote/hybrid policies, and clearer DEI metrics and targets. The report is strong on strategy and risk, but thinner on the day-to-day info that helps people plan careers, understand compensation, and anticipate operational changes.

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From an employee’s perspective, it’s reassuring to see KraftHeinz’s strong global performance and stability, but I’d like more insight into how those results translate into career growth, compensation, and workplace investment.

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https://s2.q4cdn.com/470004039/files/doc_earnings/2024/q4/filing/10-Q4-2024-As-Filed.pdf

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The annual report gives a very detailed overview of the company’s operations, risks, and financial health. From an employee’s point of view, it’s informative about overall business performance, market risks, and executive decisions. The sections on Management’s Discussion and Analysis and Risk Factors explain the company’s direction and stability well, which helps employees understand long-term sustainability.

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The report doesn’t really include employee-level details. It lacks insight into internal working conditions, employee satisfaction, staff development programs, or diversity metrics. These are things that would matter more in staff's perspective than investors. It’s very focused on financial and shareholder information.

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As an employee, reading the report gives reassurance that Apple is financially strong and stable, but it feels distant from the human side of the company. It would be more meaningful if it also discussed workforce well-being, pay transparency, and how the company plans to support employees through its global operations.

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Tesla’s financial report provides extensive information about the company’s operations, strategy, and financial position. It clearly explains what Tesla does, from designing and manufacturing electric vehicles like the Model 3, Y, S, X, and Cybertruck to developing solar and energy storage products such as Powerwall and Megapack. The report gives a solid understanding of Tesla’s mission, global expansion, and innovation goals.

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From an employee’s viewpoint, the report could be improved by including:
Employee metrics : workforce size, turnover, diversity statistics, and safety records.
Employee voice : testimonials, survey results, or case studies showcasing internal innovation and collaboration.
Ethical and governance context : clearer information on labor practices, whistleblowing protections, and inclusion policies.
Future workforce plans : how Tesla plans to upskill its staff for automation and AI integration.

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As an employee, I find that Tesla’s financial report focuses too much on profits, innovation, and technology, but says very little about the people behind the company. It gives almost no information about employee well-being, diversity, or working conditions. This makes it hard to understand how Tesla supports and values its staff. The report shows a company that is leading in electric vehicles and energy, but not how it ensures its success is shared with employees. Overall, it feels more like a report for investors than for the people who work there.

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This report provides a clear overview of Unilever's overall performance, strategy, and sustainable priorities. The focus on Unilever's "Growth Action Plan" and progress in areas such as talent development highlight that employee capability and wellbeing are seen as a part of business performance.

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The report is less detailed on pay transparency, turnover, and internal mobility, which is key to understand the workforces experience.

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As an employee, I'd feel confident about Unilever's stability and long-term focus, but I'd like to see more visibility into career progression and compensation.

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Microsoft's 2024 Annual Report presents a well-organized and strategic summary that is quite effective at convincing an employee to feel educated about the overall direction and strength of the company in the market. The report clearly provides a large perspective, including significant emphasis on the company's own anchor ideas in leading the artificial intelligence evolution associated with OpenAI, and scaling platform developments with Azure, Copilot, and GitHub. As an employee, I find this highly motivating; it is clear that there is an interesting narrative about the future, and it positions Microsoft as a leader in unique innovation. The report provides strong indicators of solid financial health, including significant increases in revenue (17% from Azure alone), a healthy operating income ($96.59 billion), and a continued return of capital to shareholders. Financially, the stability provides comfort--not only as a primary source of job security, but also source of pride in knowing that the company has the funds to be investing as well as sustaining economic transitions. Also, the company described their diversified portfolio, from Cloud to Office to Xbox, to illustrate their resiliency as a business model outside of any one singular product, which I find reassuring.

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Perhaps most glaring is the absence of direct action regarding the layoffs that occurred last year. While the report lauds growth and innovation, it does not address layoffs, leaving employees with unfulfilled questions regarding job security in the long run and the company's approach to workforce planning in the age of AI. Moreover, the report lacks concrete detail on the employee value proposition. It promotes a "culture of growth mindset," but no specific data is relayed about internal promotion rate, the role of AI relative to specific positions, or quantifiable outcomes from their diversity and inclusion strategy. For the average employee, the detailed Executive Compensation section highlights a considerable divide, offering no details about the company's compensation philosophy to the workforce as a whole, average pay increases after adjusting for inflation, or how the significant financial exposure will be offset to the greater workforce and not just to the executives.

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From the perspective of an employee, I find the annual report to be a compelling document that conveys a tremendous amount of pride and strategic focus. The report eloquently states that we are leading the AI revolution, not only emphasizing OpenAI as a partner, but also showcasing the scale of Azure and Copilot, making my work feel meaningful by linking my individual contributions to a massive company mission. The reported financial health is also quite reassuring; with strong revenue growth, $96.59 billion in operating income, and a cloud business approaching $150 billion in annual revenue, it clearly translates into job security.

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From an employee’s perspective, Apple’s financial report provides a good overview of how the company is performing, what products and services it offers, and the key risks it faces. It gives confidence that Apple is financially strong, organized, and transparent. It also highlights the company’s focus on innovation, competition, and global operations (all of which are relevant for employees to understand the stability and direction of their employer).

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They provide the information that an employee would need to a minimum extent. There is a section on Human Capital, where it explains how Apple values its people, supports diversity and inclusion, invests in professional growth, and ensures health, safety, and fair compensation. This shows that the company recognizes its workforce as a major strength and gives employees some insight into how Apple manages and supports its staff globally.

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However, the report is mainly designed for investors and regulators, not employees. It focuses heavily on financial performance, legal disclosures, and risk factors...areas that don’t directly address what employees often care about most. it wouldve been better for Apple to look at workforce specifics.There’s no detailed breakdown of employee demographics, turnover, satisfaction levels, or pay equity data. There is also not much mentioned on wellfare data.There’s little information about employee engagement results, mental health programs, or work-life balance outcomes.

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Industry Consumer Services More

Sector Technology More

10,000+ Employees

Based in Cupertino, California

Apple Inc. designs, manufactures, and markets personal computers, mobile communication and media devices, and portable digital music players, as well as sells related software, services, peripherals, networking solutions, and third-party digital content and applications worldwide. The company sells its products worldwide through its online stores, retail stores, direct sales force, third-party... More

Apple Inc.

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MOST RECENT 2021 Annual Report and Form 10K

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Industry Consumer Services More Sector Technology More 10,000+ Employees Based in Cupertino, California Apple Inc. designs, manufactures, and markets personal computers, mobile communication and media devices, and portable digital music players, as well as sells related software, services, peripherals, networking solutions, and third-party digital content and applications worldwide.

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Coca-Cola's annual report: lack of statistics regarding workforce

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Coca-Cola's annual report: lack of statistics regarding workforce

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Overall, Coca-Cola’s report provides the information I need, but only in a descriptive manner, without necessarily including the supporting numerical data. It lacks measurable information pertaining to its workforce.

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As an employee, I would be interested in finding information on human resources diversity, employee-centered initiatives, and workforce metrics such as turnover rates and workforce satisfaction.

I reviewed Coca-Cola’s annual report. The company states that it strives to cultivate diversity and build a workforce with teammates from various backgrounds. While this purpose is highlighted, there are no figures presented to reflect how diverse the company’s employees are.

Regarding employee-centered initiatives, the report mentions Coca-Cola’s competitive compensation, employee assistance programmes, job-specific training, and other programmes designed for employees. From the perspective of an employee, I found it interesting to read about the available range of employee benefits, but I would have appreciated more tangible details on how these initiatives impacted and helped workers (e.g., statistics on promotions or skill development).

Finally, I looked for information about work satisfaction and turnover. Coca-Cola shared that it conducted an annual engagement survey to assess satisfaction and the effectiveness of employee development programmes. The report states that 82% of the workforce participated in the survey, but it does not mention the survey results. I would have appreciated more transparency regarding this matter, as knowing the degree of work satisfaction a company provides is important for existing employees and potential recruits. The report also shares that Coca-Cola seeks to improve employee benefits to reduce turnover. The company highlighted that it faced periods of high turnover and periodic labor shortages in recent years, but it does not include precise turnover rates. However, simply knowing that turnover was high was informative enough for me.

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One thing missing, in my view, is data on workforce compensation, particularly regarding gender and ethnicity pay gaps. As an employee, I would want access to overall pay data to evaluate my compensation and question it if I detect unfairness.

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​From an employee standpoint, I would feel overlooked compared to other interested parties, since the report offers minimal tangible data concerning employees.

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About The Coca-Cola Company

The Coca-Cola Company (NYSE: KO) is a total beverage company, offering over 500 brands in more than 200 countries and territories. In addition to the company's Coca-Cola brands, our portfolio includes some of the world's most valuable beverage brands, such as AdeS plant-based beverages, Ayataka green tea, Costa coffee, Dasani waters, Del Valle juices and nectars, Fanta, Georgia coffee, Gold Peak teas and coffees, Honest Tea, innocent smoothies and juices, Minute Maid juices, Powerade sports drinks, Simply juices, smartwater, Sprite, vitaminwater and ZICO coconut water. We're constantly transforming our portfolio, from reducing sugar in our drinks to bringing innovative new products to market. We're also working to reduce our environmental impact by replenishing water and promoting recycling. With our bottling partners, we employ more than 700,000 people, helping bring economic opportunity to local communities worldwide.

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The Coca-Cola Company (NYSE: KO) is a total beverage company, offering over 500 brands in more than 200 countries and territories.

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Along with the required financial statements, Bupa also provide information regarding a variety of social measures. The report contains Bupa's measures on ESG initiative, workforce wellbeing and customer satisfaction. The firm is doing a sufficient job of providing wider stakeholders measures on their wider objectives.  

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The inclusion of ESG is fantastic. However, the qualitative measures in how this is reported requires fine tuning. In my opinion, KPI's should be included. This would make it considerably easier to digest the wealth of information provided. Leading on from this, Bupa's legal structure is quite complicated. The company is not directly listed on a stock exchange, but their finance company, Bupa Finance PLC is. Although this is considered normal practice in the eyes of the law. Ethical concerns could arise. The reporting of executives financial packages is not disclosed in a transparent way.  I will have to dive deeper into this type of legal structure to find out more!

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From the perspective of an employee, the report draws attention to the workload of some of its staff. The transparency here is rather good, but this particular set of information is buried away in the midst of the 300 pages of the report! It would be quite hard to find it unless one was looking for this! 

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Lululemon’s report provides a comprehensiveness in  company’s performance and culture. It highlights impressive financial growth, a clear strategic vision, and an emphasis on community, wellbeing, and inclusion. If I am an employee, it’s reassuring to see detailed discussion of diversity, equity, and inclusion (IDEA) initiatives, as well as programs focused on mental health, leadership development, and employee wellbeing. These disclosures reinforce Lululemon’s image that it values its people, not just its profits.

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I think some of the aspects are incomplete. The report lacks transparency around employee pay structures, including average or median wages by role and region, and offers limited insight into career progression or internal mobility opportunities. While wellbeing and inclusion are discussed broadly, there is little data on employee turnover, satisfaction, or work-life balance, particularly for store-level staff. More detailed reporting on workplace safety, equity beyond gender, and employee engagement results would provide a fuller picture of the employee experience.

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Lululemon’s reporting successfully communicates its brand values and financial success but could better connect those values to measurable employee outcomes. For a company that champions holistic wellbeing and human potential, more openness about compensation fairness, advancement, and everyday working conditions would strengthen trust and demonstrate true alignment between its culture and operations.

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https://englishdart.fss.or.kr/dsbb007/main.do

https://www.lgcorp.com/ir/financial/status

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In the Dart system where all Korean listed companies upload the financial reporting in XBRL form, there are many key figures and what they are doing. They also provide an ESG reporting every year in their webpage.

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LG Corporation (Holding company in LG Group)

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I do not see a story about the reason for their business. The most strategies are likely to be made by the chairman mr.Koo, but the communication method even within the company is top-down delivery. There is no internal agreement by employees or information sharing prior to making decisions.

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Average service period of employees are less than 4 years and it is because LG HR department will deploy the employees to other LG subsidiary companies. Maybe it is in order to keep the confidentiality of the group HQ, or due to volutary job transfer but we do not have any idea. It seems that LG's financial reporting is only focusing on the numbers that are required to be disclosed and the information that they want to reveal but not more than that.

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They provide a strong macro picture — audited financial statements, segment results, liquidity and cash-flow discussion, risk factors, legal-proceedings disclosure and a brief “human capital” summary — useful for understanding company health and material risks. However the report stays high-level for employees and does not translate corporate metrics into concrete workplace impacts or timelines.

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December 31 (Fiscal year ended December 31, 2024).

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Granular workforce detail — site/role-level headcount plans, who’s likely affected and timing.
Clear implications for pay & benefits — pension/beneﬁt funding, bonus pools, expected changes.
Actionable labour-relations roadmap — how strikes/negotiations will be resolved and metrics to judge progress.
Safety/culture remediation specifics — independent audit findings, corrective action timelines, whistle-blower outcomes.
Career and retention clarity — plans to preserve critical engineering talent, internal mobility, training/redeployment options.
Employee-focused KPIs — simple metrics tying corporate recovery to likely employee outcomes (hiring reopen dates, production targets, severance/transition support).

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As an employee, the annual report answers “how is the company doing?” but not “what does this mean for me?” I’d want clearer, tangible communications: specific timelines, local impact assessments, reassurance on safety and benefits funding, and credible evidence that leadership is prioritizing employee livelihoods and engineering integrity. Transparent, frequent updates and an internal FAQ or checklist that maps corporate disclosures to employee actions would greatly improve confidence and planning.

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The report clearly explains Amazon’s overall strategy, financial performance, and business segments, giving employees a sense of how the company is doing and where leadership is focused. It also outlines risks, governance structures, and broad human capital initiatives, such as training programs and safety commitments. These sections help employees understand the external pressures Amazon faces and the principles guiding leadership decisions. They continually stress that employees are the most important part of the business and talk about the risks of losing high quality employees, showing their commitment to their workers. The report shows profit figures and compensation figures to understand the benefits and trajectory of the firm. 

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It doesn't mention any operational insights on particular compensation plans for employees, investment areas, or resource allocation across projects/departments. There no statistics on hiring, retaining, or firing which does not help employees in understanding how the company views such practices at the current time. Compensation details focus on senior leadership, offering no insight into how pay, bonuses, or benefits differ across roles and levels. Finally, while the report highlights Amazon’s successes and strategic plans, it does not address internal challenges, failed initiatives, or lessons learned, which are valuable for employees trying to understand organizational direction and risk

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The report is more focused on external shareholders, but shows the emphasis of employees on the firm. There are many details on external trajectory and performance, but no details about internal processes, which would be more helpful for an employee. There is not much operational transparency, cultural insight, or internal growth ideas, which are more tailored to the employee. This may be better provided through an internal memo for the employees to undestand the company growth and employee appreciation. 

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JELLYCAT LIMITED - Review of Financial Statements 

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JELLYCAT LIMITED - Review of Financial Statements 

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Jellycat’s 2024 financial report offers a clear snapshot of the company’s overall financial health, which is valuable from an employee’s perspective. Key figures such as revenue growth, profitability, and cash reserves indicate that the company is stable and expanding. The increase in employee numbers also suggests business growth and potential new opportunities within the organisation. These high-level financial indicators provide reassurance about job security and the company’s market position, which are all important for employees.

However, the report primarily focuses on financial performance and compliance, without offering much insight into areas directly relevant to employees’ day-to-day experience or long-term career planning. There is limited information on workforce investment, employee benefits, or how the company supports professional development. Additionally, strategic outlooks and risk management details, which affect job stability and future prospects, are either minimal or absent.

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The financial report lacks detailed disclosures that would help employees better understand their position within the company. There’s little information on:
- Profit margins and cost breakdowns, so employees can’t see how different product lines or markets are performing.
- Investment in employee development, training, or wages.
- Cash flow details that show how resilient the company is in downturns.
- Future strategy, risk factors, or how the company plans to support and grow its workforce.
- Non-financial metrics like employee wellbeing, culture, or environmental/social governance (ESG).

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While the numbers suggest Jellycat is doing well financially, the lack of transparency on people-focused areas makes it hard for employees to fully trust or feel connected with the company’s long-term plans. Employees would benefit from clearer communication about how the company invests in its people and manages risks. This would not only improve its morale but also help employees make informed decisions about their careers and personal growth within the business.

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The company's medium- to long-term strategy, as well as financial and non-financial information, are comprehensively disclosed. Regarding the former, the long-term vision "Nissan Ambition 2030" and the new medium-term management plan "The Arc" are clearly stated, and future growth strategies centered on electrification and cost reduction targets for achieving them are specifically explained. Regarding the latter, in addition to financial performance, non-financial information such as global sales volume, electric vehicle sales volume, the percentage of women in management positions, and CO2 emissions reduction targets are disclosed.

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- There seems to be little quantitative or qualitative evaluation or explanation, converted into specific indicators or monetary figures, of the extent to which Nissan's intellectual capital, such as its key strengths (e-POWER, solid-state battery development) and brand, will contribute to future corporate value.
- Regarding the description of non-financial risks, which are currently attracting attention, climate change risk (TCFD) is mentioned, but specific countermeasures and quantitative and gradual targets for other important risks (such as geopolitical and supply chain risks) may not be sufficiently disclosed.

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What sets Nissan apart from other major Japanese automakers is its alliances with Renault and Mitsubishi Motors. The company's promotion of "smart partnerships"—such as its evolution and its consideration of a strategic partnership with Honda—to flexibly respond to changes in the market environment has made employees acutely aware of the need for faster, more efficient global collaboration to execute optimal strategies for each market. Furthermore, in response to the CEO's stated goal of transforming the company's culture to "maximize potential without fear of failure," the mid-term plan includes the opposite: a dramatic reduction in EV costs and a fundamental review of development and production methods (e.g., a 20% reduction in production time). These efforts may pose significant challenges and pressure on frontline employees to change their traditional ways of doing things.

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From the perspective of employees, the adidas 2024 annual report provides relatively sufficient information at the macro level, including the company's financial health (revenue, profit, cash flow, dividends), total number and structure of employees, turnover rate, training policies, and ESG indicators, enabling employees to have a basic understanding of the company's overall situation and strategic direction. However, the report lacks sufficient disclosure of micro-level information related to daily career development and job benefits, such as salary ranges for specific positions and regions, promotion rates, per capita training investment, employee satisfaction, and frontline working conditions. This means that employees can understand the overall safety and development prospects of the company, but it is difficult to obtain sufficient data to judge their own career development opportunities and fairness, resulting in limited information satisfaction.

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Although the adidas annual report provides information on the company's overall finances, total number of employees, turnover rate, and training policies, it still lacks the most direct data on employees' vital interests, including median and structural salaries by position and region, promotion rates and internal recruitment ratios, per capita training investment, employee satisfaction and engagement quantification results, working conditions for front-line positions (such as working hours, overtime, and scheduling stability), as well as information on labor unions or collective bargaining. This information is crucial for employees to assess their own career development, fairness, and job security. The absence of this information makes it difficult for ordinary employees to comprehensively evaluate their growth and treatment within the company.

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From the perspective of employees, Adidas' annual report provides basic information such as finances, total number of employees, and training policies, but lacks micro-level data such as salary structure, promotion opportunities, training investment, working conditions, and employee satisfaction. This makes it difficult for employees to comprehensively evaluate career development, fairness, and job security, and transparency remains limited.

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adidas Annual Report 2024 - adidas Annual Report 2024

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Explore the latest Annual Report of adidas - Facts and Figures, Highlights