Safaricom 2018 Sustainable Business Report

73 INTRODUCTION OUR BUSINESS OUR MATERIAL TOPICS STAKEHOLDER ENGAGEMENT 2018 SUSTAINABLE BUSINESS REPORT Gender While we remain satisfied with our overall gender parity and our 50-50 per cent ratio between men and women, the number of women in more senior positions remains low. We are not satisfied with only 32 per cent of our senior management and 25 per cent of our executive leadership being female. Our target is to achieve gender parity — a 50-50 per cent ratio between men and women — in senior management by 2020. This is a multi-dimensional issue and one that affects technology companies like Safaricom disproportionately. We recognise that the lack of women in senior positions is an issue that starts at tertiary-level educational institutions, which find fewer women applying to study technology-related subjects, and even earlier, at school. We are addressing this aspect of the issue through our Women in Technology programme, building partnerships with tertiary institutions and visiting schools to raise awareness of potential career options among young female students. Gender Ration (%) by Employment Level FY18 FY17 FY16 FY15 M F M F M F M F Executive leadership 75% 25% 75% 25% 57% 43% 64% 36% Senior management 68% 32% 69% 31% 67% 33% 64% 36% Overall (permanent staff) 50% 50% 49% 51% 50% 50% 51% 49% In terms of supporting and fast-tracking the careers of the women that join us, we have started a series of interrelated initiatives, including the annual Women in Leadership (WIL) programme, through which a group of female members of staff acquire leadership and career management skills at Strathmore Business School. More than 57 women have attended the WIL programme to date. The WIL programme is supported by several internal mentoring and support programmes, such as PAA DADA , through which women managers support and coach each other. We are currently planning to expand the PAA DADA initiative and relaunch the She for She programme to ensure that all women receive support and mentoring throughout the organisation. We are also introducing ‘top talent mentoring and coaching’ for women in middle and senior management by members of the Executive Committee in the near future. Internal labour market map Career Level Hires (%) Internal Mobility (%) Lateral Moves (%) Voluntary Exits (%) Total Exits (%) FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 FY18 FY15-17 F F M M F F M M F F M M F F M M F F M M Senior management 7.8 29.7 5.3 21.5 1.1 5.6 2.9 2.6 17.8 19.8 9.2 17.1 7.8 16.9 4.9 17.8 7.8 32.3 5.8 24.7 Middle management 6.4 9.4 7.8 5.6 5.3 2.4 3.4 4.1 10.5 5.7 7.4 5.3 4.2 5.7 4.2 6.4 4.7 7.1 5.2 8.2 Entry level 22.0 8.1 25.8 10.9 2.1 8.1 4.1 10.4 2.6 10.3 2.4 7.6 2.7 5.6 3.6 6.1 5.7 8.0 8.3 10.7 We recognise that women are often required to play many roles outside of the workplace, in their families and in society, which inevitably impact upon their careers. S D G 5