Tesco 2010 Annual Report Download - page 36

34 Tesco PLC Annual Report and Financial Statements 2010
Our people
continued
Everyone
is welcome
at Tesco
Location of our
480 Directors
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www.tesco.com/tescoworksforme
UK
50%
International
50%
Over the coming year we will be
investing nearly £30m in a purpose-
built, carbon neutral training facility
in South Korea, set to become our
Tesco Academy hub for Asia. The
new Academy will help ensure that
the development of our people in
Asia keeps pace with the rapidly
growing business.
In the UK, our European Academy
provides a hub to bring our managers
and directors from around the world
to the UK. We annually bring our
100 most senior leaders together
to share the long-term strategy,
develop their leadership skills and
build their network. The aim is to
develop confident leaders and create
a community of experts.
Developing leaders
As our business grows and diversifies
we need more leaders to run the
many substantial businesses and
functions within the Group, several of
which would rank as major companies
in their own right.
We now have 480 people at Director
level in the business. Of these, 50%
work in our International business –
a combination of local hires and
people moving from the UK business.
We also understand the importance
of increasing mobility. As a global
business we’re developing leaders
with a global perspective and now
have 34% of our Directors with at
least one year of experience outside
their home country.
This year we enrolled our second
group of senior Directors on to our
Advanced Leadership Programme –
an 18-month course aiming to
accelerate capability and prepare
individuals to become future business
leaders. The first intake graduated
earlier this year. By July all will have
been promoted, with two thirds
working outside the UK.
Our Work Level 3 to 4 Options
programme is our main vehicle for
the internal development of our future
directors. Programmes have been
running very successfully in the UK
for around three years, and we have
rolled the programme out to Asia,
Europe and the US in the last year.
Whistle-blowing
Our whistle-blowing policy and
helpline is now in place in all countries.
‘Protector Line’ is a 24-hour
confidential telephone line and email
address for employees to raise ethical
issues and also report grievances.
All calls are logged and investigated
by the appropriate function and all
serious matters are brought to the
attention of the CEO. The feedback
is monitored by the compliance
committee in each business. The
Group Audit Committee annually
reviews the number of calls and the
quality of investigation and reviews
plans to ensure our staff are aware
of the facility.
In 2009 we received around 1,700
employment-related calls to the
helpline across the Group. This is an
increase from last year, showing that
employees are gaining confidence in
the service. Most calls relate to
personnel issues, commercial issues,
security and trading law. Personnel
issues are referred back to the store or
resolved through grievance procedures.
Diversity and inclusivity
We strive to provide an inclusive
environment where all difference
is valued, people are able to be
themselves, enjoy coming to work
and realise their full potential,
regardless of their gender, marital
status, race, age, sexual orientation,
creed, ethnic origin, religion or belief,
or disability.
Three women in Tesco are currently
being coached as part of the FTSE
100 Cross-Company Mentoring
Programme. The Programme,
launched in 2003, involves FTSE 100
Chairmen and CEOs acting as
mentors to senior women just below
board level in other FTSE companies.
The mentors guide and advise
women in the management of their
careers so that they are better
positioned to be considered for board
appointments. Our Chairman, David
Reid, is currently working with his
second mentee from outside Tesco.
‘We treat people
how we like to be
treated’