17 Vodafone Group Plc Annual Report 2024
Strategic report
Governance
Financials
Other information
Pay and benefits As part of the people experience, we continue to ensure pay, benefits and wellbeing propositions are competitive and fair. Pay is typically reviewed on an annual basis, with increases aligned to an individual’s level of skills and experience, as well as external factors like market competition and inflation. Our total reward approach also encourages collective performance and ‘in-the-moment’ recognition. For example, 22,253 peer-to-peer ‘Thank You’s’ and 58,951 cash ‘Vodafone Star’ awards were issued through a digital recognition tool during the year. We continue to apply Fair Pay principles across all markets, working with the WageIndicator Foundation to ensure a good standard of living in each market. In the UK, our commitment to these principles is reflected in being an Accredited Living Wage employer. Our people We are developing a diverse and inclusive global workforce that reflects the customers and societies we serve. Key information 2024 2023 Average number of employees 1 85,887 83,186 Average number of contractors 1 6,848 8,225 Number of markets where we operate 15 15 Employee nationalities 146 146 Footprint: Operating segments Germany 17% 18% UK 11% 11% Other Europe 2 13% 14% Africa 2 16% 16% Turkey 4% 4% Shared Operations (_VOIS) 3 33% 29% Corporate Services 5% 5% Central Business Units 3% 4% Employee experience Employee engagement index 4 75 75 Alignment to purpose 4 88% 88% Voluntary turnover rate 5 9% 12% Involuntary turnover rate 5 3% 4% Average number of employees from continuing operations 85,887 83,186 Notes: 1. All headcount figures exclude non-controlled operations such as those in the Netherlands, Kenya, Australia and India. Further information on how headcount is defined and calculated can be found in the ESG Addendum Methodology document: investors.vodafone.com/ esgmethodology. Calculation considers pro-rated headcount. 2. Other Europe reflects employees based in Albania, Czech Republic, Greece, Ireland, Portugal, and Romania. Africa reflects employees based in Vodacom Group, including Egypt. Click to read more about Fair Pay at Vodafone: vodafone.com/fair-pay Read more about our Fair Pay principles on page 113 3. Shared Operations constitute a significant number of employees. The figures presented above include _VOIS headcount across our footprint (Albania, Egypt, Hungary, India, Portugal, Romania, Turkey and Spain). 4. More detail on the employee survey is included on page 15. The employee engagement index is based on an average index of responses to three questions: satisfaction working at Vodafone; experiencing positive emotions at work; and recommending us as an employer. Alignment to purpose is based on a single question that asks whether employees feel their daily work contributes significantly to Vodafone’s purpose. Employee engagement index and purpose alignment scores reflect April 2024 and May 2023 data. 5. The voluntary turnover rate includes retirements and death in service. Further information on how voluntary and involuntary turnover has been calculated is included in the ESG Addendum Methodology document: investors.vodafone.com/esgmethodology. Simplified operating model We continued to simplify our operating model. For example, the establishment of the Vodafone Shared Operations business, which will sell and deliver a portfolio of services to Group, operating companies, and other customers, via an arm’s length commercial model based on Price x Quantity x Quality of Service. Separately, the Internet of Things (‘IoT’) Managed Connectivity business is becoming a separate, standalone company within Vodafone Group that will offer access to the Global Data Service Platform
(‘GDSP’) Managed Connectivity segment to Vodafone and new customers. Where aspects of this internal re-organisation of Vodafone’s global IoT business require notification and regulatory approval, we will be working closely with the relevant authorities to obtain the necessary clearances. We are also creating a unified global Vodafone Business team with our business teams in operating companies to streamline prioritisation and decision- making for our products and services. Employee engagement We have a number of employee forums where elected employee delegates represent the views of their colleagues. During the year, the Board’s Workforce Engagement Leads, Delphine Ernotte Cunci and Christine Ramon, attended employee forums, such as the European Employee Consultative Committee and the Vodacom Employee Engagement Forum, to gather employee views. Key discussion topics from the meetings included business development, customer experience, growth, and reskilling opportunities. The Group Chief Executive updates employees regularly on how we are embedding and progressing our strategy and this is through a variety of channels, including our internal digital platform ‘Workplace’. These announcements include any changes to our market portfolio, services, and organisation. Recently employees were informed of changes to simplify our Executive Committee structure whereby all European markets are now under the CEO of European Markets, and joint ventures, partner markets, and telecom partnerships are now consolidated under the CEO Vodafone Investments. Alongside the Chief Commercial Officer and CEO Vodafone Italy; CEO Vodacom Group; and, CEO Vodafone Business, these form the five Executive Committee customer-facing units. Read more about the Board’s engagement with the employee voice on pages 77-78, and 83 Workers’ councils and union engagement We respect freedom of association and recognise the rights of employees to join trade unions and engage in collective bargaining in accordance with local law. We continue to maintain strong relationships with workers’ councils and unions through their representatives, and we have 13,224 people covered by collective bargaining agreements across our global footprint. Vodafone Germany employees, all covered by collective agreements signed with unions, can register and participate in trade union activities. They can elect or be elected into various union roles at a local or national level. Across FY24, Vodafone Germany completed more than 160 agreements across all levels 1 , with a focus on the introduction of new IT tools, working conditions and transformation. The latter includes a refreshed performance management framework. Workplace equality As part of our purpose, we aim to make the world more connected, inclusive, sustainable, and a place where everyone can truly be Our aim is to create an inclusive and equitable workplace for all. This year we have sustained momentum on gender equality, accelerated focus on LGBT+, race and ethnicity, and taken actions to better understand the experience of neurodiverse people in the workplace. Our focus on inclusion supports our ambition to create a global workforce that reflects the customers, communities and colleagues we serve, and the wider societies in which we operate. We believe that embedding equity and inclusion to enable diversity is critical to achieving these goals in a sustainable way. themselves and belong. Diversity and inclusion
Note: 1. With the exception of Vodafone Group Services Gmbh Germany (‘VGSG’).
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