EasyJet 2015 Annual Report Download - page 41

Strategic report Governance Accounts
37
www.easyJet.com
YMENT ON HUMAN RIGHTS
easyJet has a responsibility to conduct business
in an ethical and transparent way. The Company
has in place policies to support recognised human
rights principles. These include policies on non-
discrimination, health and safety, anti-bribery
and environmental issues. The Company also
maintains a zero tolerance approach to bribery
and corruption.
easyJet seeks to comply with all relevant laws in the countries
in which it operates, and co-operates with the efforts of national
law enforcement agencies and border agencies to combat
human rights abuses and crimes such as human trafficking. It
adheres to a set of business principles including a commitment
to internationally proclaimed human rights standards.
These standards apply for the individuals working within the
organisation and its customers. The Company's policies seek
to respect and maintain the human rights standards defined in
the International Bill of Human Rights. The Company observes
the principles set out by the International Labour Organisation
Declaration on Fundamental Principles and Rights at Work (the
'ILO Declaration'). It accepts its corporate responsibility to respect
human rights, as set out in the United Nations Guiding Principles
on Business and Human Rights (the 'UN Guiding Principles').
Employees: easyJet conducts its employment practices in an
ethical and socially responsible manner. It respects the human
rights of its employees as established in the four principles of
the ILO Declaration:
• Freedom of association and the effective recognition of the
right to collective bargaining: easyJet recognises and respects
its employees' right to join associations and choose
representative organisations for the purpose of engaging in
collective bargaining in a manner consistent with applicable
laws, rules and regulations.
• Elimination of all forms of forced or compulsory labour:
easyJet does not utilise forced or compulsory labour. It recruits
its employees and provides working conditions, including
payment of wages and benefits, which comply with applicable
laws and regulations.
• Effective abolition of child labour: all easyJet employees
are above the legal employment age in the country of
their employment.
• Elimination of discrimination in respect of employment and
occupation: easyJet has committed human resources policies
including non-discrimination and health and safety policies.
Customers: easyJet is committed to making travel easy and
affordable for all of its customers. It upholds the equal treatment
of all passengers regardless of their personal characteristics or
social status. This commitment is supported by the advice of
stakeholders within easyJet and the continued involvement of
the easyJet Special Assistance Advisory Group (ESAAG) in policy
and product development.
Suppliers and third parties: easyJet will never knowingly infringe
the human rights of others. It seeks to prevent or mitigate any
adverse human rights impact directly linked to its business
relationships through obtaining appropriate contractual
commitments. It expects third parties who deal on its behalf
easyJet recognises that the proportion of its pilots who
are female is too low, though this is common in the airline
industry. The Company wants to encourage more women
to join and stay in this interesting, highly-skilled and well-
rewarded profession.
easyJet has recently established a new initiative to increase the
proportion of new entrant easyJet pilots who are female. This is
part of a new strategy to encourage the development of female
pilots at all ranks and positions and which will widen the pipeline
of women who enter easyJet's pilot community.
Currently 5% of the over 2,600 pilots employed by easyJet are
female and women make up 5% of easyJet's new entrant pilots.
The airline plans to more than double the proportion of female
new entrants to 12% over the next two years.
easyJet will highlight the opportunities of pilot careers to female
audiences such as school groups and other youth organisations,
through presentations by easyJet pilots and managers, building
on the work easyJet already does in mentoring young women.
easyJet will also work in partnership with organisations which
promote female take-up of STEM (science, technology,
engineering and maths) subjects.
easyJet will work with its pilot training providers to attract more
women to apply for the cadet programme and offer 10 places
for women each year on a pilot training programme with the
training loan of around £100,000 underwritten by easyJet.
In addition to the current mentoring for all pilots, easyJet will
introduce enhanced mentoring for female pilots. Female
captains will be given further development support so they can
take on leadership roles such as training and base management
roles. easyJet will also introduce training loan underwriting for
A320 type ratings for female pilots entering from other airlines.
FEMALE PILOTS
to observe the principles of the International Bill of Human
Rights, the ILO Declaration and the UN Guiding Principles.
Bribery and corruption
easyJet has a Company-wide anti-bribery and corruption policy
which is strictly enforced. There is also a gifts and hospitality policy
and online register to record all gifts and hospitality that are
accepted by employees.
It is compulsory for all management and administration employees
to complete anti-bribery and ethics training and pass an online
test. As at 30 September 2015 the test has been successfully
completed by 100% of all relevant employees and contractors.