This engagement with local communities, alongside initiatives for neuro-diversity and “No Limits” pathways for those with additional support needs, ensures a continuous influx of diverse talent. Their investment in an E-Learning Programme and a Remote Learning Hub further highlights their commitment to continuous upskilling, fostering internal progressions (no less than six in the past 12 months) and robust succession planning within a capability framework. This nurturing of skills from entry-level to leadership demonstrates an understanding that a skilled workforce is a cultivated asset. 
 
The success of McTaggart’s people strategy is quantifiable in their impressive retention metrics: a low employee turnover rate of 12% and an average tenure of 5.2 years. These figures are a direct reflection of their commitment to employee wellbeing. At the core of this is a multi-layered strategy encompassing mental, emotional, and physical health. The Wellbeing Champions Initiative, comprising 11 dedicated employees, alongside 13 Mental Health First Aiders, actively works to destigmatise mental health, providing immediate and professional support through partnerships with mental health charities and confidential helplines. The provision of private healthcare for all employees, coupled with Living Wage accreditation, reinforces their dedication to employee welfare. This wellbeing framework, boosted by flexible work arrangements and thoughtful initiatives like Birthday Leave and Long Service Awards, cultivates a workplace where staff feel valued, supported, and appreciated, significantly contributing to their desire to remain with the company. 
 
With 22% of their workforce identifying as female (including a noteworthy 30% female representation in specific areas) and an average age of 45, they demonstrate a commitment to a multi-generational and gender-diverse team. Their active adherence to Fairness, Inclusion, and Respect principles, coupled with Disability Confident accreditation and modern slavery monitoring within their supply chain, highlights an ethical commitment. The targeted support for neuro-diversity pathways and individuals with additional support needs further exemplifies their inclusive philosophy. By prioritising diversity, McTaggart taps into a richer pool of perspectives, experiences, and innovation, ensuring that every individual feels empowered and valued, thereby enriching the entire organisation.

McTaggart’s approach to people management is directly linked to enhanced business performance – McTaggart Construction has built 1500 new, affordable homes since 2022. Through PDRs, feedback via the Wellbeing Champions and an anonymous texting system, and an “Open Doors Policy,” they track employee growth and concerns. The use of the Cezanne HR system to monitor wellbeing data allows for targeted programs and workshops on stress, financial wellness, and mental health. This data-driven approach ensures that their initiatives are not only impactful but also continuously refined to meet evolving employee needs. The result is a highly motivated, skilled, and engaged workforce that drives efficiency, innovation, and ultimately, improved productivity and overall business success. 
 
Social and economic return to the communities which we are helping create in excess of £26m. 
SME Supply chain is an essential part of McTaggarts business , supporting between 42 – 82% of contracts awarded to local business on each affordable housing project in 2024/25