Our targets

40-60 %

of women board members by 2022

35 %

of women in senior management roles* by 2025

40-60 %

of women board members by 2022

35 %

of women in senior management roles* by 2025

*: Senior positions make up 1.2% of the total workforce
 
 

Our progress

40 %

of women board members

In 2023
31.4 %

of whom are in senior executive positions

40 %

of women board members

In 2023
31.4 %

of whom are in senior executive positions

Our achievements

In 2023

We achieved our target of 0% Equal Pay Gap ** two years ahead

**The year-end figure is 0.44%. Having met the target set the Group has set itself the objective of maintaining a EPG in line with best market practices

Talented and engaged team

A responsible business attracts the most talented people and earns their loyalty. That’s why talent management and retention form part of our key human resources strategies.

Each year, we run initiatives and programmes to develop our employees personally and professionally so they can better  serve our customers in a Simple, Personal and Fair way.

Continuous learning helps our employees adapt to a fast-paced landscape that is undergoing constant change.

We keep our workforce motivated through fair and transparent remuneration; a culture of merit; and measures that encourage listening, a good work-life balance, and a healthy and fulfilling environment. 

Diversity & Inclusion 

To understand and serve our customers well, our workforce must resemble our communities. By managing our diversely-talented people in an inclusive way and in line with our values, we can attract, develop and retain the best professionals while sustainably achieving better results.

That’s why we’ve come up with Diversity & Inclusion (D&I) principles to guide local initiatives, as well as setting minimum standards for subsidiaries’ action plans to boost diversity and inclusion in the group. Those general principles now form part of our corporate culture policy and are key to our cultural transformation.

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