Vodafone 2013 Annual Report Download - page 36

Our people
Employee engagement
In October 2012, we carried out our eighth
annual global people survey – and 90% of our
people responded. The survey measures
employees’ level of engagement –
a combination of pride, loyalty and motivation
We increased our overall employee
engagement score by 1 point to 78 and
remain amongst other high performing
global organisations.
Open and regular communication is
fundamental to employee engagement.
In 2012, we launched the Vodafone Hub,
our new intranet site, which aims to promote
engagement with a social networking feature,
Vodafone Circle, and a video channel, Tube,
which enables employees to upload videos
that share best practice across the business.
Group and local market Chief Executives
also communicate regularly with employees
through a number of media, including
webinars and videos.
The Vodafone Way
In 2011, we introduced The Vodafone Way:
a framework which denes how we operate,
with speed, simplicity and trust, and how
we deliver to our customers: being customer
obsessed, innovation hungry, ambitious and
competitive and acting as one company,
with local roots. We continue to embed this
framework, reinforcing the leadership skills
and habits required to bring The Vodafone
Way into daily business reality to deliver our
Vodafone 2015 strategy.
The Vodafone Way is part of employees’
performance objectives and denes
a consistent way of working to help
us strengthen our position as an admired
company in the eyes of our customers,
shareholders and employees.
Being an admired company is not just about
our performance and achievements, it’s also
about acting in a responsible, ethical and
lawful way. In 2012, we launched our revised
Code of Conduct which sets out our business
principles. All employees and contractors
have a duty to report any suspected breaches
of our Code of Conduct through our “Speak
Up” process. Along with existing web reporting,
we launched a global telephone hotline
for employees and third parties to report
concerns on code of conduct issues.
Employment policies and
employee relations
Our employment policies are developed
to reect local legal, cultural and employment
requirements. We aim to be recognised
as an employer of choice and therefore
seek to maintain high standards and good
employee relations wherever we operate.
We believe that diversity plays an important
role in a successful business. Our Group-wide
diversity and inclusion strategy outlines
our commitment to creating an inclusive
work environment which respects,
values, celebrates and makes the most
of the individual differences our people bring
to Vodafone. Key to this is our recognition
of diversity as a business asset that fosters
innovation and helps us better understand and
meet the needs of our customers.
We do not condone unfair treatment of any
kind and offer equal opportunities in all
aspects of employment and advancement
regardless of race, nationality, gender, age,
marital status, sexual orientation, disability,
religious or political beliefs. This also applies
to agency workers, the self-employed and
contract workers who work for us. In our latest
people survey, 89% of employees agreed
that Vodafone treats people fairly, regardless
of their gender, background, age or beliefs.
Organisation effectiveness
We employed over 91,0001 people
worldwideduring the year. Headcount
additions related to our acquisitions
of CWW in the UK and TelstraClear in New
Zealand were partly offset by reductions
in Europe. We have implemented
a new regional structure in Europe and
a new enterprise division across Vodafone
worldwide. Our strategic acquisitions
strengthen our capabilities in enterprise
and to help us in our goal to become a total
communications company.
We are also continuing to drive efciency and
simplication in our organisation through
headcount management, appropriate
organisation structures and the continued
drive to move transactional and back ofce
activities to shared services teams.
Our people
areintegral to
oursuccess
With over 91,0001 employees in over 30 countries, we have
a wealth of international talent to draw from. We continue
to develop our people to meet the requirements of our
business and our employee engagement continues to be
amongst the highest in the industry.
Note:
1 Represents the average number of employees in our controlled and
jointly controlled markets during the year.
Diversity is the key
to a successful business
We value all types of diversity, but one global focus is
on gender balance within teams and at all levels of
the business. To understand and strengthen our
female talent pipeline, we analyse the proportion of
men and women in promotions, new hires and leavers
through our talent management dashboard.
34 Vodafone Group Plc
Annual Report 2013