Carphone Warehouse 2014 Annual Report Download - page 32

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Carphone Warehouse Group plc
Annual Report 2014
30
STRATEGIC REPORT
Corporate responsibility continued
HUMAN RIGHTS
The Group respects human rights and is committed to avoiding
anything that may infringe on the basic human rights of others.
Wewelcome the implementation of the United Nations’ ‘Guiding
Principles on Business and Human Rights’ and support the principles.
Due to the nature of our operations as a retailer, we believe that the
direct risk of exploiting human rights is relatively low. However, we
recognise that there is a risk associated with the operations of the
manufacturers we depend on for the products we sell. The vast majority
of our manufacturers are large corporations. Having conducted a
review during the year, we are satisfied that they have relevant and
necessary policies in place to address human rights issues. While
we have little control over their adherence to their own policies, we
obtain some comfort in that they are listed entities, answerable to
shareholders and aware of the repercussions adverse human rights
could have on their businesses. We are not currently aware of any
adverse direct or indirect human rights impacts.
EMPLOYEE POLICIES
Our relationship with employees is two-way and one of mutual
dependency, with moral duties arising from both sides. We have
developed a range of policies covering various areas of importance
such as employee conduct, learning and development, parenting,
payroll and performance management. Our policies help to ensure
our people are treated fairly and that issues are resolved in a
timely manner. Our dignity at work and grievance policies provide
formal and informal approaches to resolve workplace disputes.
Informal mediation is also available to assist colleagues in
constructively dealing with any workplace conflicts. Our polices
underpin our relationship with our people, as well as the
relationship between colleagues, and help safeguard our
close-knit business and fun, family environment.
HEALTH AND SAFETY
The greatest importance is given to the health, safety and
welfare ofour colleagues, temporary colleagues, visitors and
members ofthe public. Our health and safety policy states our
intent to demonstrate an ongoing and determined commitment
to improving health and safety throughout our organisation.
DIVERSITY
CPW is committed to equality and values diversity within its
workforce. We welcome applications from all suitably qualified
candidates and monitor statistics to ensure our workforce reflects
the diversity of the wider population. Our attraction and selection
strategies are continually reviewed and evaluated to achieve this
aim. We take talent management seriously, ensuring we have the
skills needed tomeet our growth strategies. At CPW we also believe
in creating balanced, diverse teams and have particularly focused
on increasing the number of female leaders inthe business.
EMPLOYEE GENDER SPLIT 2013-14
Across the
Boardofdirectors
Female 1
Male 6
Across senior
management
Female 8
Male 38
40%
60%
Across all employees
Female 4,614
Male 6,922
ENHANCING THE
DIVERSITY
OF OUR BUSINESS
THROUGH TALENT GROWTH
14%
86%
17%
83%
THIS STRATEGIC REPORT
was approved by the Board on 25 June 2014 and is signed
onitsbehalf by:
Andrew Harrison Chief Executive Officer
Nigel Langstaff Chief Financial Officer