Social Responsibility

We think our Go Traffic Management business is really special. Social responsibility for us is about the impact the organisation can make on society, our employees, the environment and the local economy. Our business strategy is to look beyond commercial transactions with clients and to think more broadly about what we can give back to people in society whilst delivering support to the vital construction, utility and infrastructure sectors upon which the UK depends.

We have four key focus areas:

  • Supporting local economies
  • Social responsibility
  • Responsible employer
  • Sustainability
DOWNLOAD OUR Social Responsibility Report 2020

Supporting local economies

During 2020, the company has been successfully awarded new long-term contracts with major blue-chip organisations. As a result, we have expanded our operating platform with an increase in offices and depot bases. By the end of 2020 we will have in place over 12 local depot bases from Carlisle to the Isle of Wight. Due to the nature of our activities, we recognise we need to respect the communities in which we’re working – ensuring we are ‘good neighbours’ in terms of safety, environment, traffic and noise.

We provide local employment opportunities across the UK. Our clients rely on a local resource base to provide a fast, reactive service often on a 24/7/365 basis. As a result, people are our strongest asset. We prefer to recruit local people into our business.

The responsible management of our supply chain is hugely important to us. We work with suppliers to identify opportunities to work in a sustainable manner. Where possible, our preference is to request products and services from local suppliers. Not only does this reduce the carbon impact of our activities but it also provides local investment and employment opportunities for the suppliers themselves.

Social responsibility

GTM have made a determined commitment to supporting those who are vulnerable, socially disadvantaged or just need a little extra help in society.

Key groups and areas of focus are:

Care leavers – We have agreed a significant partnership with Manchester City Council to provide employment opportunities and support for ‘looked after’ young people who have experienced the care system and / or are currently within the youth justice system.

Armed forces – We have achieved ‘Armed Forces Bronze Award’ from the Armed Forces Covenant Employer Recognition Scheme. We’ve revised our employment policy to ‘fast track’ applications from ex-armed forces personnel to guarantee them an interview and feedback. All job adverts promote our approach to welcoming ex-armed forces personnel.. We’ve carried out job fairs through Careers Transition Partnership to actively recruit armed forces personnel.

Kickstart programme – Working with Manchester City Council and A charity, Catch22, we have committed to offering up to 30 employment opportunities during 2020 / 2021 to individuals who are at risk of long-term unemployment. We will be offering six-month placements for people across the UK.

Responsible employer

We see employee engagement as an opportunity to reinforce the organisation’s values and culture. During 2020, we have introduced employee engagement through a variety of channels.

We have supported community-based schemes and employee activities, especially during COVID-19. Examples include organising employee donations of goody bags for local NHS nurses on the COVID-19 wards, providing support to foodbank distribution, helping with local charity fundraising events.

We’ve appointed a dedicated occupational health expert within the business to manage our strategy and programme of employee wellbeing activities

In 2020, we launched a companywide employee reward and recognition scheme called ‘Power of Plus’, affectionately known as the ‘POP’ Awards. The recognition scheme is open to all employees – anyone can nominate anyone. It recognises great teamwork, customer service, dedication to the company, health and safety.

We believe success lies in a diverse workforce. We endeavour to provide equal opportunities for all and recruit and promote on the basis of merit. All recruitment and selection processes are conducted without prejudice and discrimination in line with The Equality Act (2010).

We recognise that the industry and sectors we work in are at great risk of a skills shortfall. Continued investment in the next generation and attracting suitable resources is absolutely vital to our future. During 2020, we set ourselves a target to launch a graduate and apprenticeship programme.


Following the government’s pledge to achieve net zero carbon emissions by 2050, and similar commitments by our clients to push for zero carbon by 2030, we recognise this must be a big focus of the business in terms of our future strategy. Over the course of 2020 we’ve done lots of great things to operate in a more sustainable manner, but this is only the tip of the iceberg and we know we can do more.

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