Sustainability in practice

In 2022 our Plymouth site undertook a project to add 430m2 of space for production, development and quality purposes. In-line with local planning requirements, and to futureproof the expansion, AMS undertook biodiversiry assessments, reviewed building methods and considered waste and other potential impacts within the building process. We have ensured that the extension has structural stability to further expand our solar array at Plymouth in the near future.

This building project took nine months to complete and there were no injuries during construction, as well as no environmental complaints, environmental losses or leaks. Biodiversity management achievments included:

We continue to increase our focus on equality, underpinned by developing a diverse team with an inclusive culture where different characteristics and backgrounds come together in pursuit of our vision and mission.

The key data from this year’s Gender Pay Gap report (UK employees only) are a median pay gap of 2.5% (2023: 7%) and a mean pay gap of 19.9% (2023: 34%) which are both significant reductions. Whilst there is not a median bonus gap (0%, 2023:0%), the mean gender bonus gap when adjusted for the impact of share exercises, rose marginally to 65.5% (2023: 65%) and was skewed by the large amounts of shares exercised by one senior individual. These figures are based on pay information from April 2024.

Whilst the results of this Gender Pay Gap Report show an improvement, we are striving for further improvements in both gender pay and gender equality, driven by our Equality, Diversity and Inclusion Committee (AMS Together). We are aware that we still have too few women in our most senior positions and are committed to recruiting and bringing women through our organisation into our most senior positions.

We continue to target having at least one woman on every recruitment shortlist and increasingly have gender mixed interview panels. We review all recruitment advertisements to filter out unconscious bias and have rolled out training to all employees on unconscious bias.

We celebrated International Women’s Day in 2025 with a range of activities across AMS and we intend to use this day annually moving forward to showcase improvements we have made as a business on gender equality.

Ultimately, reducing our gender pay gap and changing our gender imbalance will not be immediate but we believe that initiatives we have are planning to implement will result in sustainable change over the long-term.

As a manufacturing business, Health and Safety is at the top of our priorities.

For AMS Health and Safety at Work Day means:

• Supporting everyone working for AMS around the world.
• Making sure we play our part and provide support and are committed to everyone in the AMS family.
• Continuing to drive our support, projects and plans in all aspects of our work around health and safety.
• Ensuring we provide the right tools for everyone to complete their roles.
• Offering support both in person and with remote services.
• Making sure we all play our part.

Our Vision is to create a world where the outcome of every patient can benefit from our products and a company where every employee feels invested and valued. We embed our vision via our Cultural Values.

Advanced Flex

We recognise that to deliver for our employees, we have developed Advanced Flex which helps to outline what support we have available in four key areas:

As we have employees in a diverse number of functions in numerous different countries with different governing laws, Advanced Flex is adaptable and is summarised below: