As an employer
As a services business, our people are central to our success.
What we’re focusing on:
It’s vital for us to attract talented people, develop their skills and retain them long term. This year we’ve made our GLO e-learning platform available to even more employees, so that they can access personal and professional development opportunities.
More than £50,000 invested in our new performance, career and learning management platform, Ingenium.
Fostering diversity and inclusion
We work to build a diverse workforce to reflect the wide range of people we serve. We’ve committed to publishing our average rates of pay split by gender, ethnic group, working pattern and disability status, so we can report and act on discrepancies.
49% of management positions held by women, compared to 29% in 2014.
Achieving world-class health and safety performance
Keeping our 34,000 employees safe is paramount to what we do. We’re developing a Health and Safety Executive (HSE) e-learning programme for site managers, and our top 100 senior managers have completed the IOSH Safety for Senior Executives programme.
Top 100 senior managers in the UK and Ireland completed the IOSH Safety for Senior Executives training programme.
Encouraging equal opportunities through employee networks
Through our diversity networks we’re breaking down barriers across our business.
To help drive our diversity and inclusion strategy we’ve launched employee networks across four diversity characteristics – generational diversity, cultural diversity, sexual orientation and gender identity, and gender diversity. In 2015, our gender balance employee network, Women Work, used its fifth annual conference to highlight recent findings from the Sodexo global gender balance survey. The data showed that Sodexo teams in which 40–60% of managers were female performed better in relation to employee engagement, brand image, growth and profitability.
But gender norms, and unconscious biases, can be obstacles to workplace equality. That’s why our Inspiring Balance workshop was developed, which emphasises proactive leadership to promote and support female talent. It will be rolled out more broadly in 2016.
Our target is to increase our total number of female senior operations managers. Thanks to initiatives like our gender balance network, we are currently on track to achieve it.