Our business performance and our customers’ experience depend on our ability to attract, develop and retain talented individuals at all levels.
Inclusion is a key pillar of our purpose and creating a place where everyone feels they belong is core to our Spirit.
In Vodafone we are proud of our commitment and we continue focusing on creating a place where people can be themselves. In light of this commitment, in this FY20, we employed 92,963 full-time equivalent colleagues and 11,244 contractors, across 21 markets. Within this we had employees from 136 different nationalities. Our commitment is embraced at every level, from senior leadership in the Vodafone Group Plc Board, to each employee and embedded in the ‘Spirit of Vodafone’, the ‘Code of Conduct’ and our ‘Business Principles’.
Equipping people with the skills they need to succeed
Building a diverse and inclusive business
Our Diversity and Inclusion agenda continues to be one of our key priorities focusing mainly on gender balance, LGBT+, disability and ethnicity.
Our ambition is for Vodafone to become the world’s best employer for women by 2025. As part of this ambition, last year we set a revised target for women to hold 40% of our management and leadership roles by 2030. This year, we met our target of 30% of management and leadership roles being held by women across our local markets and professional functions. As of 31 March 2020, women held 31% of our management and leadership roles.
We are proud to have increased our support for families in all their diverse forms, by introducing 16 weeks fully paid parental leave. Any employee whose partner is having a baby, adopts a child, or becomes a parent through surrogacy, can take up to 16 weeks paid leave at any time during the first 18 months.
Our employees will also be able to phase their return from parental leave by working the equivalent of a 30 hour week at full pay for a further six months.
Throughout the year, we continued supporting our LGBT+ community, and our commitment was recognised by the Stonewall Top Global Employer and the Global Ally Programme Award. We have also supported allies through our global Ally training programmes and introduced Friends of LGBT+ training webinars to help create a culture where employees can be open about their sexual orientation and gender identity.
To support colleagues with a disability, in addition to our digital platform which was launched last year to support accessibility, we provided inclusive design training to user experience and technology teams.
We have expanded support for recruiters and line managers through webinars to increase understanding of the needs of neurodiverse colleagues and candidates.
Helping our employees to stay safe, fit and healthy is a priority for us. It contributes to productivity, reduces absenteeism and creates an attractive working environment for all employees.
In 2016, we launched our wellbeing framework. The framework focuses on six key aspects of wellbeing and is designed to support the development and implementation of employee wellbeing activities in all of our markets.
The framework is a guideline to help us to achieve optimal wellbeing for all of our people, respecting cultures, available resources and requirements. Market wellbeing teams develop initiatives tailored to local needs and share information and best practice through our Health, Safety and Wellbeing Network.
Learn more related to operating responsibly
Our business is about connecting people and through this we promote positive outcomes for a range of human rights-holders.
We are working to ensure integrity in our supply chains by managing risk and building supplier capability.
We take safety extremely seriously in our operations. Keeping the people who work for us safe is one of our most fundamental responsibilities.