A responsible business must also be a responsible employer. It is essential to our ongoing success that we ensure our people feel appreciated, inspired and have opportunities to develop and are motivated to excel.
Over the past year we have increased our workforce numbers significantly. The majority of these employees are in customer-facing roles. We have been actively recruiting NZ-based call centre employees following the decision to move our offshore call centre operations back to New Zealand.
We have approximately 40 employees based in Christchurch. Following the February 22 earthquake the first priority for Vodafone was to establish their location and safety and that of their families. Vodafone dispatched a team of structural engineers to assess its offices and retail stores. These engineers also assessed personal homes of employees.
Vodafone interviewed all affected employees to assess their safety and immediate needs. Issues included wrecked houses, trapped cars and traumatised children. Vodafone supported employees to address these issues, emergency accommodation was provided and employees provided the appropriate support for their situation. Each affected employee was granted a hardship payment to help them rebuild their lives.
The Vodafone People Survey is an annual survey of our performance as an employer. The survey which ran in late 2010 was completed by 94 percent of New Zealand employees, giving us a thorough indication of employees' views of the company. The survey's results are used to drive action to improve employee engagement and measure the effectiveness of our organisation and management.
Employee engagement is the key high-level performance indicator measured by the People Survey. The engagement index contains seven key questions that measure:
The results of the 2010 People Survey measured an increase in the Employee Engagement Index to 76 points, a gain of one point. This consolidates the gains over the past two years, with a total increase of seven points over this period. The engagement improvement was the result of a broad range of improvements, with the large increases measured for
The most significant decreases over the past year were measured against question asking whether employees believed the survey would be used constructively by management (down 3%) and whether employees believed the leadership team listens to employee's opinions and ideas (down 4%).
| 2011 | 2010 | |
|---|---|---|
| Total number of permanent and fixed term employees | 1,634 | 1,367 |
| Voluntary employee turnover | 12.2% | 14.3% |
| Number of women in snr management roles | 9/42 | 4/27 |
| Number of lost time accidents* | 2 | 2 |
* Excludes accidents for employees travelling to and from work, but includes work travel
| 2010 | 2009 | |
|---|---|---|
| Vodafone is socially responsible (a good corporate citizen) | 92% | 93% |
| Vodafone is ethical in its business dealings | 87% | 83% |
| I am proud to work for Vodafone New Zealand | 86% | 86%* |
| The company takes a genuine interest in my wellbeing | 74% | 74%* |
| Overall, Vodafone is a good place to work compared to other organisations I know about | 82% | 83% |
| I am rewarded fairly for the work that I do | 54% | 53%* |
| Overall Engagement Score | 76 | 75 |
* Figures restated for consistency in number rounding
