At Vodafone, we embrace and welcome everyone.
We’re proud to offer equal opportunities regardless of race, nationality, cultural background, gender, age, marital status, sexual orientation, gender identity, disability, religious or political belief. We can only leverage this diversity by building an inclusive culture where everyone is respected, can be themselves and strive to be their best. That way we can build a better future for our employees, our partners, the communities we work in and our customers.
Best employer for women
Our intention by 2025 is to become the best employer of women in the world and we will be relentless in our efforts towards this.
Increased recruitment of women into management and leadership roles and increased retention of senior female leaders are critical priorities for Vodafone.
The good news is that we've made some great progress on this journey. We have already reached our goal of women in management and leadership roles and hope to gain even further ground by 2020
Vodafone’s ReConnect programme aims to bring talented women back into the workplace after a career break. We are committed to ensuring that our employees are drawn from diverse communities and societies. Our ambition to be one of the best employers for women in the world is central to that commitment.
• Vodafone launches the ReConnect programme to bring talented women back into the workplace after a career break
• Leading global initiative will increase the number of women in management roles, with around 10% of all Vodafone external management hires worldwide recruited through programme over next three years
The Vodafone ReConnect programme is designed to attract talented women who have left the workplace for several years (in most cases to raise a family) and would like to return to work on a full-time or flexible basis but are struggling to make the professional connections needed or refresh the skills required. The programme will complement other Vodafone global initiatives focused on encouraging and supporting women in the workplace including the Group’s ground-breaking global maternity policy announced in March 2015.
Vodafone is committed to increasing the proportion of women in management and leadership roles. Under the ReConnect programme, up to 500 women on career breaks will be recruited worldwide into management roles over the next three years, accounting for around 10% of all Vodafone external management hires over that period. In addition, Vodafone will recruit up to 500 women on career breaks into a range of frontline roles.
Economic research commissioned by Vodafone from KPMG indicates that there are an estimated 96 million skilled women aged 30-54 on career breaks worldwide, of whom an estimated 55 million have experience at middle-manager level and above. The KPMG research also indicates the potential economic benefits associated with bringing back into the workplace all women on a career break with experience at middle manager-level and above. If all such women worldwide were able to secure manager-level employment (and on the assumption that their recruitment did not lead to the displacement of other employees), the associated value of the additional economic activity generated (in terms of Gross Value Added) could be in the region of £151 billion per year and the cumulative financial boost for those women’s households, in terms of earnings, could be approximately £419 billion a year.
Separately, in a survey for Vodafone by GfK among around 500 women who are currently or were once on career breaks across five countries, more than 80% of respondents said that more support is needed for women who want to return to the workplace following a career break and for working women with family and care responsibilities. Many women said they wanted the option to work flexibly (61%) or part time (51%).
The ReConnect programme will include:
• Recruitment outreach activities to make contact with, and raise awareness among, women on career breaks
• Unconscious bias training for hiring managers
• Training and induction programmes to refresh and enhance professional skills and help women prepare for re-entry to the workplace
• Employment terms designed to reflect the competing pressures on working women’s lives including flexible working options and a phased return to work (for example, a four-day week for the first six months)
We are committed to ensuring that our employees are drawn from diverse communities and societies. Our ambition to be one of the best employers for women in the world is central to that commitment. Companies often struggle to recruit and retain women in management and leadership roles. Innovations such as our global maternity policy and now our new ReConnect programme can make a real difference to women who work for us today and who will work for us in the future.
*** This survey was conducted amongst 501 women aged 30-55 years old in five countries (the UK, Germany, Italy, Turkey, and India) by GfK.
Our world leading global maternity policy
Maintaining work/life balance is a challenge, we support our employees in achieving this by creating a flexible working environment.
Our global pioneering maternity policy across 30 markets offers all women a minimum of 16 weeks fully paid maternity leave, and when they return to work they can opt to work 30 hours per week on full pay. This would cost global business $28 billion. But recruiting and training new staff to replace women leaving after having a baby could cost up to $47 billion.
Plus, women supported through maternity leave are more likely to stay with their employer, helping retain their knowledge and experience and supporting business productivity.
As well as saving businesses up to $19 billion, this support could save families almost $140 billion worldwide, and these babies would gain 608 million additional days with their mothers.
Better maternity. Better business. Better for families.