Vodafone 1999 Annual Report Download - page 34

Directors Report
employees of Award Scheme age to encourage young employees to develop their confidence and important skills such as
communication, planning and working in teams. A programme of business related further education is also sponsored by
the Group and programmes exist to help employees meet the training and qualification requirements of their chosen
professional institution, thereby continuing to raise the existing professionalism of the Group.
Employment policies
The Group’s businesses operate progressive employment policies and all vacancies are filled on the basis of individual
competence, experience and qualifications. Employees at all levels and in all companies are encouraged to make the
greatest possible contribution to the Group’s success. Internationally, the Group’s employment policies are developed to
reflect the legal, cultural and employment requirements of the country concerned.
Equal opportunities
The Group operates an equal opportunities policy. All employees accept the commitment within this policy that the Group
will not allow discrimination, pressure to discriminate or harassment by staff or others acting on the Group’s behalf, in
respect of sex, race, marital status, nationality, disability or religious or political beliefs.
The disabled
The directors are conscious of the special difficulties experienced by the disabled. In addition to giving disabled people full
and fair consideration for all vacancies for which they offer themselves as suitable candidates, efforts are made to meet
their special needs, particularly in relation to access and mobility. Where possible, modifications to workplaces have been
made to provide access and, therefore, job opportunities for the disabled.
Every effort is made to continue the employment of people who become disabled, not only in the provision of additional
facilities but also training where appropriate. The Group is a member of the Employers’ Forum on Disability.
Health, safety and welfare
The directors recognise the high standards required to ensure the health, safety and welfare of the Group’s employees at
work, its customers and the general public. The maintenance of safe working conditions is a high priority and a
programme of regular risk assessment ensures that there are continuous improvements in safety performance. Group
policies and practices are regularly reviewed with the objective that high standards of health and safety are achieved and
maintained.
Auditors
In accordance with section 384 of the Companies Act 1985, a resolution proposing the reappointment of Deloitte &
Touche as auditors to the Company will be put to the Annual General Meeting.
It is the Group’s policy to employ Deloitte & Touche on assignments additional to their statutory audit duties where their
expertise and experience with the Group are important, principally tax advice and due diligence reporting on acquisitions,
or where they win work on a competitive basis. During the year Deloitte & Touche charged £4.1m (1998 – £2.6m) for non
audit assignments compared to £6.2m (1998 – £1.4m) charged by the six other audit firms employed by the Group. The
fees for non audit assignments include amounts for corporate finance activities (£1.3m), tax services (£0.7m) and IT
consultancy and other services (£2.1m). The increase in non audit fees over the prior year is primarily due to corporate
finance related costs associated with the proposed merger with AirTouch.
The Audit Committee reviews both the level of the audit fee against other comparable companies, including those in the
telecommunications industry, and the level and nature of non audit fees, as part of its review of the adequacy and
objectivity of the audit process.
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