A business that treats all its employees and contractors honestly, fairly and with respect is more likely to succeed than one that does not. We strive to create an open, diverse and inclusive environment in which all employees feel equally valued and understand that ethical conduct is critical to our business success.
We are very clear about the behaviours we expect from everyone who works for Vodafone. These are defined by our global policies and set out in our Business Principles and Code of Conduct. Everyone who works with us makes a formal commitment to follow our Code of Conduct at all times. Our Doing What’s Right training and communication programme is key to embedding a shared understanding of the Code of Conduct across Vodafone.
During this year we also updated The Digital Vodafone Way – the guidance we provide to all employees about how they should behave in order to ensure Vodafone is admired and respected by our customers and wider society – to incorporate new ways of working for a digital world.
Equipping people with the skills they need to succeed
Building our employees’ skills through continuous development programmes is an essential component of driving business performance and this year we invested more than €60 million in training and development.
Throughout this year, we focused on developing leadership and management skills in agile and digital working. All of our senior leadership team completed The Digital Vodafone Way programme, to learn about new digital products and services and digital business transformation; and over 700 senior managers attended digital boot camps, focusing on improving our customers’ digital experience.
This year we invested more than €60 million in employee training and development
Building a diverse and inclusive business
Vodafone is a multicultural company. We employ people from around 136 nationalities.
Increasing the proportion of women in management and senior leadership roles is a core focus of our global diversity and inclusion programmes, as we aspire to become the world’s best employer for women by 2025. You can read more about our goals and programmes to achieve our aspiration in our Sustainable Business Report.
We have increased our focus on creating an inclusive working environment for employees who identify as lesbian, gay, bisexual, transgender or in other sexual orientation and gender identity categories. Our commitment to progressing LGBT+ inclusion throughout our international operations was recognised by Stonewall in 2017, with Vodafone being listed as a top 12 Global LGBT+ employer.
ReConnect – bringing skilled people back into the workforce
Worldwide, there are an estimated 55 million women with valuable management experience who are not in work following a career break. This is a lost opportunity for women and for the global economy. Research from KPMG highlighted that if all these women were to re-enter the workplace without displacing others, the associated value of the additional economic activity generated globally could be around €151 billion1.
Entering the LGBT top employers index
We participate in the Global and UK Stonewall Workplace Equality Index to help us monitor our progress on LGBT+ issues. In the UK, we were ranked 42nd in the Stonewall Top 100 employers 2018 index, up 117 places from 2017. Our UK LGBT+ Friends Network also received Stonewall’s Employee Network of the Year Award. As part of the benchmarking activities, more than 1,300 UK employees completed a confidential engagement survey, the results of which are shown in the table below.
Supporting LGBT+ employees in Italy
Vodafone Italy is committed to creating an equal and inclusive workplace for its LGBT+ employees. Its policies and practices provide the foundation for this, with equal partner benefits for employees in same-sex relationships and zero-tolerance policies on discrimination and harassment based on sexual orientation and gender identity.
Building organisational capability for a digital age
Our industry is evolving at great speed. Over the past three years, developments such as artificial intelligence (AI), consumer cloud services, robotics, big data, gigabit fibre-optic networks and the Internet of Things (IoT) have all transformed the business landscape. At the same time, customers’ use of digital, social and online media to engage with us has increased exponentially. These two factors have prompted us to review how we approach marketing, sales, digital technology and customer care, as well as the day-to-day management of our operations, including training, performance development and recruitment.
This year, we launched a strategy to increase our internal Information Technology (IT) capabilities and adopt agile ways of working so we can respond better to our customers. There has been an increased focus on building capabilities for digital analytics (the ability to analyse and interpret large volumes of data), robotics, automation and IT. Teams in our Group operations and in seven local markets have been established to provide big data analytical capability, with more than 70 specialist positions offered.