EasyJet 2011 Annual Report Download - page 37

Download and view the complete annual report

Please find page 37 of the 2011 EasyJet annual report below. You can navigate through the pages in the report by either clicking on the pages listed below, or by using the keyword search tool below to find specific information within the annual report.

Page out of 108

  • 1
  • 2
  • 3
  • 4
  • 5
  • 6
  • 7
  • 8
  • 9
  • 10
  • 11
  • 12
  • 13
  • 14
  • 15
  • 16
  • 17
  • 18
  • 19
  • 20
  • 21
  • 22
  • 23
  • 24
  • 25
  • 26
  • 27
  • 28
  • 29
  • 30
  • 31
  • 32
  • 33
  • 34
  • 35
  • 36
  • 37
  • 38
  • 39
  • 40
  • 41
  • 42
  • 43
  • 44
  • 45
  • 46
  • 47
  • 48
  • 49
  • 50
  • 51
  • 52
  • 53
  • 54
  • 55
  • 56
  • 57
  • 58
  • 59
  • 60
  • 61
  • 62
  • 63
  • 64
  • 65
  • 66
  • 67
  • 68
  • 69
  • 70
  • 71
  • 72
  • 73
  • 74
  • 75
  • 76
  • 77
  • 78
  • 79
  • 80
  • 81
  • 82
  • 83
  • 84
  • 85
  • 86
  • 87
  • 88
  • 89
  • 90
  • 91
  • 92
  • 93
  • 94
  • 95
  • 96
  • 97
  • 98
  • 99
  • 100
  • 101
  • 102
  • 103
  • 104
  • 105
  • 106
  • 107
  • 108

easyJet plc
Annual report
and accounts 2011
Corporate responsibilityPerformance and risk
Overview Business review Governance Accounts & other information
35
uSay
For the second year running, we have conducted our
uSay staff survey, aimed at obtaining employee
feedback from everyone across our European
organisation as well as each of our main communities.
In 2011 our overall score has improved to 40%. We will
be using the results to identify improvement areas and
action on suggestions.
Organisation
To succeed in our corporate ambitions, we need to
have high quality people with the right skills in the right
place at the right time. Our aim is to ensure that our
people contribute more to our business than they
would for any other employer. We aim to ensure that
we continue to recruit the best people in the roles and
keep these people engaged in the business so that we
can achieve these objectives.
Following our strategic review we reshaped the
organisation around a few key principles:
– the customer is at the centre of all that we do; align
the structure around our product delivery, ensuring
robust tracking systems monitor and advise on that
needs to be achieved, ensuring clear accountability,
roles and responsibilities for our fundamental
processes, putting in place simplified structures and
processes to facilitate good coordination securing
the right people in the right places and improving
tools and processes across the organisation
This year we have looked to improve all our recruitment
programmes, placing emphasis on the candidate
experience and the assessment tools we use so that
we attract and retain the best.
We have also begun a programme of investment in the
relationships we have with our people forums, such
that we can have more of a partnership dialogue about
what is best for easyJet and our people. In addition we
are establishing a European Works Council which is
currently at the stage of electing appropriate
representatives across all countries.
As with all businesses there are levels of staff attrition
that will occur and in 2011 our overall unforced staff
turnover was 9.69%, which was a slight increase
on2010.
Turning Europe Orange
Following the growth of our network, we continue to
grow our presence across Europe to continue to
strengthen our position as Europe’s only truly pan-
European air transport network.
As at 30 September 2011, easyJet employed 8,288
people (2010: 7,359), based throughout Europe as
illustrated below;
United Kingdom 5,116
Switzerland 666
France 774
Spain 614
Italy 797
Germany 320
Netherlands 1
Total 8,28 8
Equality and diversity
easyJet is an equal opportunities employer. We ensure
that our people and applicants do not receive less
favourable treatment on the basis of their age, colour,
creed, disability, full or part-time status, gender, marital
status, nationality or ethnic origin, race, religion or sexual
orientation. Applications from disabled people are
always fully considered, bearing in mind the aptitudes
of the applicant concerned. In the event that one of
our people becomes disabled every effort is made to
ensure that their employment at easyJet continues and
training is arranged where appropriate.
We are pleased to report that our gender ratio across
the organisation is 51:49 (male : female) and in the last
year we have increased our female representation on
both the PLC Board and the EMT.
Reward
easyJet offers a competitive rewards package and
reviews salaries annually in line with market rates to
ensure continued alignment to the market. The
rewards package includes an annual performance-
driven bonus, based on personal and Company
performance, which encourages all our people to
contribute towards achieving our strategic objectives.
Our UK people are also eligible to participate in a Group
personal pension towards which easyJet contributes to,
as well as having the option to make their own
contributions through salary sacrifice.