GENDER AND DIVERSITY
On the whole, our staff complement is still very evenly split between men and women, although the number of women in more senior management positions remains relatively low and, as gender equality is now an area of keen focus, we will start monitoring and publishing this figure annually. Persons With Disability (PWDs) account for 1.4% of the total staff population. We are working towards achieving a PWD target of 5% in 3 years.
In alignment with the SDG strategy and the mission of The B Team – Africa, we launched the 100% Human at Work programme during the year. The programme is an expression of The B Team belief that it is time for businesses to stop looking at people as ‘resources’ and to start looking at them as ‘human beings’. It represents a move away from focusing solely on maximising profits and profitability to how we can help our people reach their highest potential and purpose, which will naturally have a positive impact on the bottom line.
Through 100% Human at Work we are aiming to create a work environment that celebrates diversity and inclusion, enables talent and career growth, promotes employee wellbeing, as well as providing equal status, rights and opportunities to all employees in the Safaricom ecosystem. We believe that work should have a purpose and that workplaces should be places of belonging that facilitate human interaction, collaboration and creativity.
The programme seeks to introduce a 100% Human culture in the workplace using five key values: equality, respect, growth, belonging and purpose. During the year, a series of training sessions were held to raise awareness of the programme. An initial area of focus was our ‘invisible workers’ — security, cleaning and hospitality stewards and all in-house contracted staff — and we celebrated them visibly on Christmas and Valentine’s Day by hosting and sharing gifts with them under the banner of ‘#Homeiswheretheheartis’. We also invested in medical cover for them and streamlined their basic salaries to support this. We increased compassionate leave to help support staff grieving for lost loved ones as well. We are extremely excited and passionate about this initiative and its tag line ‘happy place to work’ because the business is taking care of the people who take care of it.
As part of our focus on wellbeing and in response to work-life concerns raised by staff in the last ‘SEMA Survey’, we partnered with Thrive Global, a wellbeing and productivity group founded and led by Arianna Huffington, and launched the Thrive Global Programme midway through the year. The Thrive Agenda seeks to make companies truly human organisations in the digital age and it focuses on four main areas: Body (wellbeing), Mind (wisdom), Heart (wonder) and Soul (purpose). This programme requires a full cultural transformation, working with the leadership team and workforce to improve the overall health and wellbeing of the entire Safaricom team, tackling physical health, stress management, burnout prevention and emotional wellbeing.
The initial implementation will run from January 2017 to March 2018 and will feature: company-wide awareness sessions, interactive live training, weekly curated email content (delivered post-workshop and organised around specific themes), activities such as webinars and e-courses, and through impact measurement to track and optimise employee wellbeing and engagement metrics.
This year also saw the development of an Adoption Policy to guide child adoption by employees. In terms of benefits, employees adopting children are now entitled to two months of maternity leave if the child is younger than two years of age and one month if the child is older than two years of age. As part of this process, we also ran awareness sessions with managers to share with them best practices in terms of handling maternity leave and flexible working hours.
Road safety remains an ongoing concern for us and we ran several initiatives this year, including the ‘Drive to Live, Arrive Alive’ themed Safety Week in April 2017, the modernisation of the Safaricom fleet of vehicles and maintenance of our vehicle tracking systems, defensive driving training sessions and ensuring staff
members who violate road safety requirements attend a monthly meeting with the CEO and report to line managers weekly.
Our graduate management training initiative, Safaricom Discover Programme, continues to be a success and we managed to place all 19 management trainees in April 2017. We also successfully hired another group of 20 management trainees in April who will experience rotations within and across the business functions for 18 months before final placement. The programme aims to accelerate the development of leadership talent and uses a combination of 70% on-the-job learning, 20% coaching learning from mentors and colleagues, and 10% formal training.