Empowering People continued 40 Vodafone Group Plc Annual Report 2026
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31 December 2025, we reached 17% overall REACH and 2% Black. While we did not meet this goal, we have achieved significant progress towards it, increasing representation by 2.4% since June 2022. To reinforce our ambition to increase ethnically diverse representation, we will extend our commitment and continue to increase representation at senior management and leadership to 20% by 2030. In addition to increasing representation, we focused on developing ethnic minority talent and this year 220 colleagues attended the McKinsey Black, Asian and Hispanic/Latino Connected Leaders Academy to grow their leadership skills and potential. This programme is for employees at all levels and focuses on leadership essentials, management acceleration, and executive leadership. The impact of this is measured through our ethnicity metrics listed below. Representation of ethnic minorities across the organisation Ethnic category 31 March 2026 Long-term ambition Population Global Ethnically diverse background 22% 31 Mar 2030: 25% Global Senior Leadership Team (125 positions) 1 UK
disability, sexual orientation, gender identity, and caring responsibilities, in line with local privacy and legal requirements 1 . This year 59% of our senior leadership have shared diversity data, enabling more transparency of diversity. Collecting this data is essential for tracking our diversity KPIs and supports our work to create an inclusive workplace. R ead more about board and executive management diversity on page 71 and 82 Diversity in Senior Leadership Sexual Orientation 2 Ethnic Diversity 3 Disability 4 Notes: 1. Excludes Egypt, Mozambique, Vodafone Automotive, VOIS_Egypt, and Telekom Romania. 2. L esbian, gay, bisexual, and other sexual orientations, excluding heterosexual. 3. Asian, Arab, Black/African/Caribbean, Latinx, mixed ethnic groups, and ‘other’ identities. 4. Self-identification of disability, including long-term conditions and visible and non-visible disabilities. Looking forward We will continue to advance our women in management and REACH goals to meet our 2030 target and further embed inclusion across our markets. This will include actions to strengthen allyship through awareness, training and employee network engagement and growing diverse talent through leadership development, mentoring and Representation in senior leadership positions (%) 1 22 4 coaching opportunities. The impact of these actions will be measured through inclusion and engagement scores in our Spirit Beat and Pulse surveys and an increase in diversity in senior management and leadership roles.
LGBT+ Inclusion We continued to develop our talent regardless of their sexual orientation and provided targeted LGBT+ development programmes in our markets where it is legally and culturally appropriate to do so. This year we partnered with Stonewall to deliver a leadership development programme for 31 LGBT+ employees across 6 different markets. The programme focused on developing confidence, coaching and leadership skills and helped build a closer network of LGBT+ leaders across our markets. Disability & Accessibility We are committed to making our workplaces accessible for everyone. Our careers site offers application adjustments to support candidates, and our recruiters are trained to implement these measures. We also provided additional training for hiring managers and recruiters on disability, accessibility, and reasonable adjustments. Read more about our application adjustments: careers.vodafone.com/application-adjustments To reinforce compliance with the EU Accessibility Act, we launched a global workshop to train employees on inclusive design principles and practical strategies for creating accessible products and services. Race, Ethnicity and cultural heritage (‘REACH’) We continued to promote greater workplace inclusion through allyship and anti-racism and continued to voluntarily disclose our ethnicity pay gap in our UK pay gap report. Details of the ethnicity pay gap can be found in at: vodafone.com/uk-pay-gap In 2020, we set ethnic diversity targets at leadership level. This year 22% of the Senior Leadership Team were from ethnically diverse backgrounds against a target of 25% by 2030. This target supports our goal of creating a workplace that mirrors the diversity of the communities we operate within. In December 2021, we set the commitment that by 2025, 20% of our UK-based senior people will come from ethnically diverse backgrounds, with 4% of those to be Black. On
a target of 40% by 2030, which is on track towards our ambition. Our target is to have 50/50 gender split in appointments, as laid out in our global talent acquisition standard, to ensure full gender parity and equality. Across all early careers programmes, 48% of hires were women. We worked to ensure there is gender diversity when resourcing for senior leadership roles, and our leadership team is accountable for maintaining diversity and inclusion in their teams. Under the ESG target, women in management is also included in our Global Long-Term Incentive (‘GLTI’) plan for senior leadership. R ead more about our GLTI plan in the Remuneration Report on page 105 We promoted gender equality at all levels of the organisation including at Board level where we meet the FTSE Women Leaders Review goal of at least 40% women on the Board with 54%, including a female CEO and CFO. R ead more about our board diversity policy on page 82 Representation of women across the organisation Measurement 1 2026 (%) 2025 (%) Women on the Board 54 38 Women on the Executive Committee 45 45 Women in senior leadership positions 2 35 34 Women in management and senior leadership roles 3 37 36 Women as a percentage of graduates 57 55 Women as a percentage of employees 4 40 39 Notes: 1. Further information on how employees are defined and calculated can be found at: vodafone.com/esg-methodology 2. P ercentage of senior women in our Executive Committee and Senior Leadership positions which has been redefined in FY26 to increase the number of roles included. 3. Percentage of women in our management and leadership roles. 4. Percentage of women based on the number of total employees.
UK-based senior leadership and management (1,790 positions)
18% 31 Dec 2030: 20% 2% 31 Dec 2030: 4%
Black, Asian, other diverse ethnicities
UK Black
Note: 1. Excludes Egypt, Mozambique, Vodafone Automotive, VOIS_Egypt, and Telekom Romania. Leadership Diversity We continued to focus on growing the number of ‘#CountMeIn’ disclosures across our markets where it is applicable. The initiative supports employees to voluntarily share their diversity demographics; this includes race, ethnicity,
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