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34 Vodafone Group Plc
Annual Report 2013

Our people

Our people

are integral to

our success

1
With over 91,000 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.

Employee engagement Being an admired company is not just about Organisation effectiveness
In October 2012, we carried out our eighth our performance and achievements, it’s also We employed over 91,000 1 people
annual global people survey – and 90% of our about acting in a responsible, ethical and worldwide during the year. Headcount
people responded. The survey measures lawful way. In 2012, we launched our revised additions related to our acquisitions
employees’ level of engagement – Code of Conduct which sets out our business of CWW in the UK and TelstraClear in New
a combination of pride, loyalty and motivation principles. All employees and contractors Zealand were partly offset by reductions
We increased our overall employee have a duty to report any suspected breaches in Europe. We have implemented
engagement score by 1 point to 78 and of our Code of Conduct through our “Speak a new regional structure in Europe and
remain amongst other high performing Up” process. Along with existing web reporting, a new enterprise division across Vodafone
global organisations. we launched a global telephone hotline worldwide. Our strategic acquisitions
for employees and third parties to report
Open and regular communication is concerns on code of conduct issues. strengthen our capabilities in enterprise
fundamental to employee engagement. and to help us in our goal to become a total
In 2012, we launched the Vodafone Hub, Employment policies and communications company.
our new intranet site, which aims to promote employee relations We are also continuing to drive eficiency and
engagement with a social networking feature, simpliication in our organisation through
Vodafone Circle, and a video channel, Tube, Our employment policies are developed headcount management, appropriate
which enables employees to upload videos to relect local legal, cultural and employment organisation structures and the continued
that share best practice across the business. requirements. We aim to be recognised drive to move transactional and back ofice
Group and local market Chief Executives as an employer of choice and therefore activities to shared services teams.
also communicate regularly with employees seek to maintain high standards and good
through a number of media, including employee relations wherever we operate.
webinars and videos. We believe that diversity plays an important
role in a successful business. Our Group-wide
The Vodafone Way diversity and inclusion strategy outlines
In 2011, we introduced The Vodafone Way: our commitment to creating an inclusive
a framework which deines how we operate, work environment which respects,
with speed, simplicity and trust, and how values, celebrates and makes the most
we deliver to our customers: being customer of the individual differences our people bring
obsessed, innovation hungry, ambitious and to Vodafone. Key to this is our recognition
competitive and acting as one company, of diversity as a business asset that fosters
with local roots. We continue to embed this innovation and helps us better understand and
framework, reinforcing the leadership skills meet the needs of our customers.
and habits required to bring The Vodafone We do not condone unfair treatment of any
Way into daily business reality to deliver our kind and offer equal opportunities in all
Vodafone 2015 strategy. aspects of employment and advancement
The Vodafone Way is part of employees’ regardless of race, nationality, gender, age,
performance objectives and deines marital status, sexual orientation, disability,
a consistent way of working to help religious or political beliefs. This also applies Diversity is the key
us strengthen our position as an admired to agency workers, the self-employed and to a successful business
We value all types of diversity, but one global focus is
company in the eyes of our customers, contract workers who work for us. In our latest on gender balance within teams and at all levels of
shareholders and employees. people survey, 89% of employees agreed the business. To understand and strengthen our
that Vodafone treats people fairly, regardless female talent pipeline, we analyse the proportion of
of their gender, background, age or beliefs. men and women in promotions, new hires and leavers
Note:
1 Represents the average number of employees in our controlled and through our talent management dashboard.
jointly controlled markets during the year.