Creating a place where everyone can truly be themselves and belong
We believe the best innovations happen when diverse people with different perspectives collaborate. It’s only when we harness the power of those different perspectives that we progress as an organisation. That’s why we’re building an inclusive environment where everyone can thrive - just as they are.
Wellbeing & mental health
Wellbeing is important to ensure our colleagues can thrive. Our wellbeing programme encompasses support services for physical and mental wellness, including employee assistance programmes, psychological support and a mental health toolkit.
Our Global Fitness Challenge and a Wellbeing Week help maintain awareness across the business. We continue to promote our support networks, including groups for those experiencing menopause and hormonal changes, cancer, as well as parents and carers.
IWD2021: our achievements
Gender equality
We are committed to creating an inclusive environment and a workplace where women can thrive in their careers. To get there, we’re working across the business to understand what matters and make real changes.
Our work aims to tackle gender inequality, menopause and domestic violence and abuse research and support, and our parental leave policy which offers 16 weeks of fully paid leave. We also aim to have 40% women in management roles by 2030.
Vodafone: equal at work
LGBT+
We believe every person has the right to be authentic in their sexual orientation, gender identity and/or gender expression. We ensure that the lived experience and needs of the LGBT+ community are embedded into our policies and processes. We display pronouns on internal tools and ID Badges for all UK employees and show up collectively for events like Pride and IDAHOBIT. Our LGBT+ networks help us build empathy and understanding across our community and we equip our people with training on how to be an ally.
Disability
Our disability network provides a platform to support our colleagues with disabilities in the workplace and we work hard to ensure our buildings, systems, and ways of working are accessible for all.
Mandatory accessibility standards are embedded into our procurement and hiring processes to ensure we are constantly widening accessibility. We also sponsored research about neurodiversity in the Tech sector in collaboration with the Change The Face Alliance and are proud members of the Valuable 500 and Hidden Disabilities Sunflower Scheme, ensuring disability inclusion in our business.
Race, ethnicity & cultural heritage
We’re striving to create a place where people from all races, ethnicities and cultural heritages (REACH) can thrive. The more we can do together, the more of an impact we can make. We focus on building awareness and allyship, addressing barriers to thriving, inclusive recruitment and partnerships to scale impact. This work is guided through our Global REACH Inclusion Standards. We aim to have 25% of our global senior leadership come from an ethnically diverse background by 2030.
#ChangeTheFace Alliance
As part of our commitment to creating a diverse, equitable and inclusive workforce and sector, Vodafone is a proud founding member of the #ChangeTheFace Alliance. We are a network of members from across the technology industry committed to accelerating diversity and inclusion through best practice sharing, through leadership and advocacy.
Alliance memberships and partnerships
Fair pay at Vodafone
Our Fair Pay Principles govern our approach to Reward across our business. We apply these six principles to every employee regardless of level, location, or role.
FAIR PAY
Vodafone’s Fair Pay Principles
Our commitment to Fair Pay is consistent with our purpose to enable an inclusive and sustainable digital society, our culture and our desire to support, motivate, and engage our colleagues around the world.
We undertake an annual review against our Fair Pay Principles across all our markets. After local analysis, we meet with each local HR team to:
- discuss their position and progress against previously agreed areas of focus and;
- to agree an action plan where appropriate.
Leanne Wood, Chief HR Officer
Gender pay gap report
Since our first gender pay gap report in 2017, we have made progress on closing the gap and increasing the representation of women in senior management roles to over 35%. We are making progress, but there is more to do. We remain committed to addressing diverse representation and reducing the pay gaps at all levels of our business.
9 %
Mean Gender Pay Gap
11.5 %
Median Gender Pay Gap
18.9 %
Mean Gender Bonus Gap
40.3 %
Median Gender Bonus Gap
Gender pay gap reports
Our previous reports are available below.
