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Connected She Can

Supporting women at work

At Vodafone, we believe that only by including everyone can we get it right for all of us. Driven by this belief, we’re committed to gender equality and that means more representation of women in technology companies.

Read on to understand more about our world-leading inclusive policies, practices and initiatives which help everyone experience technology in a working environment, manage work-life balance and increase representation of women in leadership roles across our business.

As part of our commitment to inclusion, our staff policies are available to everyone.

Our policies are dedicated to supporting women at work

ReConnect programme

Our world-leading flagship programme supports people for the first six months as they reintegrate into the workforce after an extended career break. ReConnect offers employment in the business, the ability to work a 4-day week, but get paid for five during the programme and relevant training to help your transition back into the workforce.

Fair recruitment practices

We’re committed to fair, open and transparent resourcing practices. To achieve this, we present gender balanced shortlists to our hiring managers wherever possible and we also aim to have diverse interview panels for each candidate. We remove biased language from our job ads using specialised software and at times even insist on reviewing “blind” CVs – where the applicant’s details such as name, gender and age are removed.

Flexible working policy

The Vodafone Way of Working ensures every member of our organisation is equipped with the tools and trust to perform at their best. As a Vodafone employee you’ll receive the best technology such as laptops with sim cards, smartphones and video conferencing capability. You’ll work in state of the art buildings that support a flexible and sustainable work culture. You’ll also enjoy “an outputs, not attendance” approach that empowers you to work wherever and whenever you need to in order to get the outcomes our customers deserve.

Parental leave policy

In addition to government payments, Vodafone parents also receive a “top up” while on parental leave to 100% of your salary for the first 22 weeks of leave. As a key point of differentiation, you’ll also have the option to return from parental leave in a phased manner where new Vodafone parents can work for 30 hours a week for up to 26 weeks while receiving full pay and benefits.

Diversity & inclusion policy

We want our people to feel like they can be their best selves at Vodafone. We’re here to ensure everyone has the opportunity to succeed irrespective of their background. We’re proud to have a workplace culture of inclusion that values diversity and sees it as a strength. From our CEO to our CSRs, everyone at Vodafone is encouraged to get involved in our diversity networks and inclusion programmes. In February 2018, our efforts were also recognised by the NZ HR Institute which awarded us the 2018 New Zealand Human Resources award for Diversity & Inclusion.

Family violence policy

We firmly believe everyone has the right to be free of physical and sexual violence and emotional harm in the home. We support our people, of any gender, with up to 10 days paid leave for victims and survivors of family violence, including our people who support family violence victims and survivors. In this sensitive situation, you’ll also have access to professional support from our Employee Assistance Provider, Stratos, as well as the flexibility to change your working location and work contact information where needed.

Fair & equal pay

Vodafone New Zealand was recognised as a finalist in the 2017 YWCA Equal Pay awards for commitment to ensuring we minimise the potential for any gender pay gap. You’ll benefit from the great lengths we strive to ensure our reward and remuneration packages are free from discrimination, competitive in the market, enable a basic standard of living and that every employee shares in the company’s success.

Transparent diversity reporting

In our ongoing effort to increase diversity in our workforce, our Executive team monitor gender diversity performance each month and take appropriate action. This process ensures that team diversity is considered to ensure diversity of thought and innovation. This in turn enables our business to create the best possible solutions for Vodafone’s customers.

Plus one targets

To address the systemic issue of disproportionately low number of women in leadership, our Executive team have set themselves an ambitious target to increase the representation of women year-on-year in their immediate teams until they've achieved 50% gender balance. In the event a team member leaves, the goal is to bring in at least one woman (based on requisite merit) every year until this has been achieved.

Vodafone NZ Women's Network

The Vodafone Women's Network (open to all of our people) aims to support the development of women across all levels of Vodafone for both individual and business success. As a global business, we also have the benefit of connecting with the global Vodafone Women’s Network enabling members to access a wider knowledge base from a global talent pool to get the support and resources they need to succeed.

Enterprise Women’s Network

The Enterprise Women's Network was set up by Vodafone to support the development of Enterprise women into more senior roles within Enterprise and the wider Vodafone business. This is just one of several global networks, that enable members specific to the Business Solutions profession to access a wider knowledge base from a global talent pool to get the support and resources they need to succeed.

Global HeForShe business

Vodafone is proud to be a global HeForShe business in partnership with UN Women. HeForShe aims to foster gender equality and stands against discrimination and violence towards women and girls. Our commitment to this cause starts all the way at the top of our organisation with Vodafone's global CEO, Vittorio Colao, being one of ten Impact Champions who has made a long term commitment to greater gender equality. You can join us in Aotearoa by taking the HeForShe  pledge today.

Women's empowerment principles

The Women's Empowerment Principles are a set of principles established by UN Women offering guidance to businesses on how to empower women in the workplace, marketplace and community. We were one of the first signatories to the Women's Empowerment Principles here in Aotearoa and have supported WEPs by hosting events across New Zealand where our leaders lend further support as speakers.

Unconscious bias workshops

To mitigate unconscious bias from negatively impacting our decision making in hiring, performance reviews, pay structures and overall team engagement, we have delivered a series of initiatives to reduce this risk. Our executive team and their direct reports all completed unconscious bias training in 2017, all new people leaders in the Vodafone business complete a three hour module on diversity, inclusion and unconscious bias training and all Vodafone employees can complete our e-learning module on unconscious bias.

Youth employment programs

At Vodafone we’re passionate about developing the next wave of digital leaders. We have a range of programs that help young women and men gain valuable work insights.

Our Discover Graduate program has helped more than 105 graduates start their career and 51% of these grads are women. We have an ongoing Internship programme with AUT as well as an apprenticeship programme through our Vodafone Foundation partner, Lifewise. Since 2015 we’ve awarded technology scholarships to support a 2-year education and work experience program.

STEM work exposure

Vodafone has a key role to play in fostering young women into the technology industry. In October 2017, we invited over a dozen 14 - 18 year old girls from high schools right across Auckland to come to our head office for a 4-day coding workshop (#codelikeagirl). We also supported #girlboss established by Alexia Hilbertou in 2017 where close to 1,400 girls from Wellington attended a one day leadership course which connected them to other aspiring female students.

Women in Technology Network

Our Women in Technology network was established to support, develop and increase the number of Technology women in Vodafone NZ and the technology industry. This is just one of several global networks, that enable members specific to the Technology profession to access a wider knowledge base from a global talent pool to get the support and resources they need to succeed.

Ready to join our team?

We’re always looking for bright, curious and ambitious women to join us. If you’re ready to come aboard, just submit your CV and we’ll be in touch!

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