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32 easyJet plc Annual report and accounts 2009
q
CORPORATE RESPONSIBILITY CONTINUED
Your benefits
In January 2009, we introduced “Your Benets”
to UK staff. This enables employees to access
programmes and savings which would not be
available to them on an individual basis. The benet
choices for 2009 included car breakdown cover,
childcare vouchers, a “cycle to work” scheme,
dental and optical insurance, Give As You Earn,
health screening, income protection insurance,
life assurance and private medical insurance. There
are also “lifestyle” products which offer discounts
on a wide range of products and services.
Employees make further savings in tax and
National Insurance for many of these benets,
through salary sacrice. easyJet’s National Insurance
savings contribute to the nancing of the scheme,
which is fully outsourced.
Staff travel
Discounted staff travel continues to be a popular
benet available to all easyJet employees.
Unlimited staff travel on the entire easyJet network
is available for easyJet employees, their dependants
and up to three nominated companions, subject
to availability. easyJet employees made 73,461
bookings using staff travel during the year, a total
of 126,562 seats own. The most popular route
purchased by our employees was the London
Gatwick to Malaga route.
Employee engagement
Communication
easyJet is committed to ensuring high employee
satisfaction and engagement levels across its
business. Engaged and motivated employees are
a critical enabler for us to deliver on all of our
strategic objectives, for example by identifying ways
that we can improve our customer proposition,
decrease our cost base, and, operate safely at
all times.
One way in which we achieve these high levels of
employee advocacy and engagement is our ability
to underpin our cultural values in how we work
with our people through informing and consulting
with them. Ourat management structure enables
us to communicate directly with all our employees.
A number of communication forums are also in
place; in addition, easyJet is currently establishing
a European works council called the easyJet
European Forum. This representative group
provides a communication vehicle for information
and consultation at a European level for issues that
affect employees in more than one country.
The aim of this forum is threefold: to assist in
sharing best practice and communication across
the business, to raise awareness and understanding
of European-wide issues and how they affect us,
and to inform us on what we can do to ensure
we remain successful and true to our principle
of low cost.
We work with our employee representatives and
recognise a number of trade unions across Europe.
easyJet has not lost any days due to industrial
action during the year. In addition, we have joint
working groups actively engaged in improving
productivity in lifestyle related matters for our
crew; activities which are consistent with our brand
promise and cultural values. We survey opinion
directly with all our crew members to take
“temperature checks” on how we are progressing
and how their needs are changing.
Pulse
We monitor and identify ways to improve
employee satisfaction through our annual Pulse
survey, which all employees are encouraged to
participate in. This year, only 36% of employees
participated in Pulse – a disappointing response
rate which we believe may be due to our crew’s
perception that management would be unlikely
to put any suggestions into effect because of the
difcult economic environment. Of those that did
respond to the survey, however, 66% of our people
indicated they are either satised or very satised,
with high levels of both employer and service
advocacy helping us to deliver our customer
proposition. Summarised Pulse results are
shown below:
2009 2008 Variance
Response rate 36% 72% (36)ppt
Satisfaction 66% 72% (6)ppt
Service advocacy 70% 72% (2)ppt
Engagement 70% 72% (2)ppt
Great place to work 60% 69% (9)ppt