We create an inclusive workplace that empowers everyone to achieve personal goals and create an exceptional experience for our clients.

At Overbury, our goal is to develop a diverse and exceptional group of individuals and be firmly dedicated to equipping them with the tools they need to flourish and advance in their careers. This commitment translates into a variety of offerings, such as creating collaborative workspaces, accommodating flexible work schedules and providing comprehensive training and mentoring opportunities, all designed to bolster skillsets and expand knowledge. This inclusive approach extends to our workforce engagement, where regular surveys across all divisions serve as a platform for employee input, the outcomes of which help generate actions for improvement and are transparently communicated.

Working to build a better future


At Overbury, our approach to learning and development is tailored specifically to the individual. We offer structured training programmes such as NVQs and professional qualifications but we also encourage our people to take responsibility for their own personal development. We are proud members of the 5% Club which means that we aim to have at least 5% of our workforce in sponsored education or working as part of a graduate scheme.

Across our divisions, the average number of training days per employee for 2022 was 4.5 - including an 86% increase in mental health training. A training day is made up of a minimum of six hours and we are working towards reaching our 2030 target of seven day per employee.

Foundation Programme

In a bid to tackle skills shortage in the industry, an ageing workforce and a lack of diversity across our workforce, the Foundation Programme was established in 2016. The two-year structured training scheme is in place across our fit out companies and we are set to welcome a further 28 'Foundationers' in 2023.

The Foundation Programme is a two-year structured training scheme aimed at apprentices, graduates and placement students. Foundationers will learn both technical and soft skills, in the classroom and on live project sites, under the guidance of mentors. Development progress reviews take place every six months and in the case of our apprentices, they will also complete a sponsored qualification at a local University or college.

Diversity and inclusion

Diversity is essential to Overbury's success as it fosters innovation and draws top talent. We embrace diversity in its widest scope, encompassing age, gender, ethnicity, culture, socio-economic background, disability and sexuality. Our inclusive culture welcomes individuals from all educational and social backgrounds. For more information about how we are constantly working to improve the diversity within both Overbury and the wider Morgan Sindall Group, please refer to our Gender Pay Gap report.

We recognise the importance of addressing diversity and inclusion issues in the construction industry and we are dedicated to doing so in various ways. This includes promoting flexible working patterns, operating an equal opportunities recruitment process, working with schools and colleges to encourage young people to consider construction as a career and providing a range of apprenticeship and professional qualification sponsorship programmes.

We are proud to have an inclusive culture where people feel welcome to seek employment opportunities regardless of their educational and social background, although we recognise that we must continue our efforts to increase our gender and ethnic diversity. We maintain national partnerships with Women into Construction and BPIC (Black Professionals in Construction). These networks help us reach a wider audience to share the benefits of a career in construction.

We are also working with the Leonard Cheshire charity through their Change 100 initiative to give students and graduates with disabilities the opportunity for summer placements. This initiative hopes to break down the barriers people with disabilities can experience in the workplace. It also helps us to continuously improve our processes and ensure we are an organisation that supports every part of society.

Retaining talent

Overbury is proud to have a high retention rate, with 37% of employees staying with the company for six years or more. We are committed to internal growth and promotion - between 2021 and 2022, promotions increased from 35 within one year to 74. Building on this momentum, in 2023, 40 promotions have already been confirmed. This is a clear reflection on committing to out Core Values and belief that talented people are the key to our success.

Modern Slavery

Our Modern Slavery policy states our support of the UN Guiding Principles on Business and Human Rights and the Universal Declaration of Human Rights and our commitment to the following human rights principles: diversity, non-discrimination and non-harassment; prevention of human trafficking, forced labour and child labour; workplace health and safety; freedom of association; the adherence of our supply chain to the same human rights principles.