Corporate Governance

An introduction from our Chairman

We are strongly committed to upholding the values of good corporate governance and accountability to all the Group’s stakeholders including shareholders, staff, clients, suppliers and our local communities.  We believe that good corporate governance, which includes environmental and social issues, is important for the long-term success of the business.

Our company values of integrity, innovation, agility and co-operation lie at the heart of everything we do. We have a long tradition of respecting and reinforcing the core values instilled by our founders in the 1950s and these continue to guide the way we work and underpin our success in the industry.

We believe that success should be pursued without detriment to others or our environment. We are committed to generating prosperity for our shareholders and employees, the clients we serve, the suppliers we engage with and the communities in which we operate.

Our values, which are championed by the Group’s Executive Directors and monitored by the Board, are aligned with good corporate governance to allow for the continued international expansion and growth of the business, while enhancing the interests of all of the Group’s stakeholders. The Board understands that upholding good corporate governance is a significant factor in achieving this growth, while at the same time mitigating risks for the long-term benefit of the business.

At RWS, the Chairman and CEO roles are separate. As Chairman, I lead the Board and have overall responsibility for corporate governance and promoting the values of the Group, both internally to employees and externally to the broader stakeholder group. I am involved in developing strategy for the Group and overseeing investor relations and communication between the Group and its shareholders. A key part of the Board’s commitment to high standards of governance is active dialogue with its shareholders.  I am also involved in the evaluation of potential acquisition targets that fit within prescribed selective criteria, to further grow the Group. All of the day-to-day operations of the Group are managed by the CEO and his leadership team.

As part of our commitment to high standards of governance, the Board recognises the importance of having Non-Executive Directors who are independent in character and judgment, and free from relationships which may affect, or could appear to affect their judgment.

The Board believes that it complies with all the principles of the QCA Corporate Governance Code.

Andrew Brode



Good governance and business standards are essential to the success and prosperity of RWS. RWS is committed to promoting transparent, fair and timely decision-making that considers the needs of all our stakeholders – employees, shareholders, clients, suppliers and our community.

Business ethics

As an AIM listed company, RWS has chosen to implement The Quoted Companies Alliance Corporate Governance Code (the QCA Code). The principles and disclosures laid out by the QCA Code provide a framework to ensure we have the appropriate corporate governance arrangements in place. The Board considers that RWS does not depart from any of the principles of the QCA Code, which is reviewed annually in line with the requirements of the QCA Code.

Read our Corporate Governance Code

Anti-Bribery and Corruption Policy

Our Anti-Bribery and Corruption Policy complements the QCA Code as regards to observing and upholding the zero tolerance position RWS takes on bribery and corruption, by defining and providing examples of the different types of behaviour likely to be characterized as acts of bribery and corruption and setting out rules applicable to employees with respect to entertainment and gifts.

Speaking Up / Whistle Blowing Policy

RWS is committed to the highest possible standards of professionalism, accountability and probity.  Consistent with this commitment, we acknowledge the importance of having a system in place which will encourage employees and Directors to voice any concerns regarding the activities of RWS or offer a forum for suggestions as to how its activities can be improved.  Our Speaking Up / Whistle Blowing policy provides guidance on the Policy and Procedure in the event of any suspected wrongdoing which may arise within the workplace.

Organizational initiatives

RWS is not involved in meeting or lobbying authorities with regards to preparing legal and regulatory frameworks favourable to the development of its business globally.

Specialized Committees

Audit Committee

The members of the Audit Committee are all independent Non-Executive Directors and the Board is satisfied that the Committee Chair, has recent and relevant financial experience.

Although not a member of the Audit Committee, the CFO is invited to attend meetings. The Committee has engaged PricewaterhouseCoopers LLP (‘PwC’) to act as external auditors and they are also invited to attend Committee meetings.


The Committee reviews and makes recommendations to the Board on:

  • any change in accounting policies
  • decisions requiring a major element of financial judgement and risk
  • compliance with accounting standards and legal and regulatory requirements
  • disclosures in the annual report and financial statements
  • reviewing the effectiveness of the Group’s financial and internal controls
  • any significant concerns of the external auditor about the conduct, results or overall outcome of the annual audit of the Group
  • any matters that may affect the independence of the external auditor

In addition, the Committee has oversight of the external audit process and reviews its effectiveness and approves any non-audit services provided.

The Audit Committee met twice in FY2020. The attendance rate at these meetings was 83%.

Remuneration Committee

The Remuneration Committee meets at least once a year and is chaired by Frances Earl. The membership of the committee, in addition to the Committee Chair, comprises Lara Boro, Gordon Stuart and David Clayton.  They are all Non-Executive Directors.

Our remuneration policy applies to the Chairman, Executive Directors and our Senior Management team.

We aim to offer competitive remuneration packages which are designed with a significant weighting towards performance-based components. Our policy is to provide a structure which attracts and, as importantly, retains key talent in a highly competitive international marketplace.

Remuneration policy objectives

In order to deliver the Group’s strategy, the primary objectives of our remuneration policy are:

  • to have a transparent, simple and effective remuneration structure which encourages the delivery of Group targets in accordance with our business plan
  • to motivate and retain the best people of the highest calibre by providing appropriate short- and long-term variable pay which is dependent upon challenging performance conditions
  • to promote the long-term success of the Group and ensure that our policy is aligned with the interests of, and feedback from, our shareholders
  • to have a competitive remuneration structure which will attract new appropriately skilled executives to complement our teams worldwide

The Remuneration Committee follows the principles of good corporate governance in relation to the structure of its remuneration policy and, accordingly, takes account of the QCA Corporate Governance Code as adopted by the Board.

The remit of the Committee is primarily to determine and agree the framework or broad policy for the remuneration of the Company’s Executive Directors and the Senior Managers of the Group. The remuneration of Non-Executive Directors is a matter for the Board, excluding the Non-Executive Directors. The remuneration of the Chairman is a matter for the Remuneration Committee. No Director or Senior Executive is involved in any discussion or decision about his or her own remuneration.

The Board has confirmed that the Group’s overall remuneration policy is designed to attract and retain the best people and provide appropriate incentives to encourage enhanced performance and create growth in shareholder value.

The Remuneration Committee met twice in FY2020. The attendance rate at these meetings was 100%.