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Vodafone Group Plc
Protecting our Planet Empowering People Maintaining Trust
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local markets have chosen to undergo certification to ISO 45001, the international standard for occupational health and safety. We report in accordance with the Group Health and Safety policies and standards, all work-related incidents are reported through the Global Incident Reporting database. Investigations are proportionate to the severity of the incident. We report on employees and contractors in accordance with headcount reporting methodology (see Headcount section above). Work-related injuries or ill health (excluding fatalities) We report on work-related employee injury or illness (excluding fatalities) that resulted in days away from work (not including the day the injury occurred or the illness began). An injury or illness is work-related if an event or exposure in the work environment either caused or contributed to the resulting condition or significantly aggravated a pre-existing injury or illness. Lost time incidents (‘LTI’) Lost time incident (‘LTI’) is the term we use when an employee is injured while carrying out a work-related task and is consequently unable to perform regular duties for a complete shift or period of time after the incident. Lost time is equivalent to 1 working day. Total recordable fatalities A recordable fatality is a fatal incident that has been reported to the Chief Human Resources Officer and Head of Health, Safety and Wellbeing and their review of the completed investigation has concluded that the incident is within Vodafone control.
– For people manager jobs, incumbents have full hire, fire, performance review, and pay decision-making accountability. The diversity figures are based on the average number of employees (full-time/part-time) as at the end of the financial year. An employee is defined in the Headcount policy above and includes graduates and people on international assignments as well as people on work experience who are on the payroll or have been at Vodafone (or an operating company) for longer than six months. The numbers exclude pensioners and non-employees. Race, ethnicity, and cultural heritage (‘REACH’) targets We collect this information through our ‘#CountMeIn’ initiative which encourages employees to voluntarily self-declare their diversity demographics. These include race, ethnicity, disability, sexual orientation, gender identity and caring responsibilities, in line with local privacy and legal requirements. sexual orientation, gender identity and caring responsibilities, in line with local privacy and legal requirements. Health and Safety Keeping people safe is one of the most important responsibilities we hold as an employer. Our ongoing focus is to provide a safe working environment for everyone working for and on behalf of Vodafone and the communities in which we operate. We want everyone working with Vodafone to return home safely every day. Our health and safety management system is based on international standards for occupational health and safety, is aligned to internationally recognised best practice, and always meets local requirements at a minimum. In addition, some of our
Employee Turnover We calculate employee turnover as the number of male or female leavers compared to total overall leavers during the reported year. Turnover of employees on fixed term and temporary contracts is included where the contract has terminated before the contractual end date. Voluntary turnover is the departure of the employee by their own decision (which includes retirements and death-in-service), whereas involuntary turnover is the termination of employment by Vodafone. Diversity and Inclusion We are an inclusive employer and diversity is important to us. Our focus is on removing barriers to workplace equality and we are committed to developing a diverse and inclusive global workforce that reflects the customers and societies we serve. Percentage of women in management and senior leadership roles Calculation of progress against our target of 40% women in management and senior leadership roles includes the diversity figures for all management bands. Vodafone’s definition of ‘management’ is aligned with the Willis Towers Watson guidance. The methodology refers to a management role as: – The primary focus or purpose of the job and its key responsibilities relate to the management of people, projects, programmes, or processes; – Incumbents’ performance objectives are primarily focused on the work of the team, unit, project, programme or process that is being managed; and
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