2019 Sustainable Business Report

SAFARICOM SUSTAINABLE BUSINESS REPORT 2019 INTRODUCTION OUR BUSINESS OUR MATERIAL TOPICS STAKEHOLDER ENGAGEMENT CONCLUDING REMARKS 69 INTERNAL LABOUR MARKET MAP The following table describes the movement of members of staff during the year by career level and gender. The percentages in the table represent the proportion of the staff population at that career level and of each gender (not the proportion of the total staff population). Career Level Snr Mngmt Mid. Mngmnt Entry Level Hires F FY19 2.1% 5.4% 6.4% FY17-18 7.8% 6.4% - M FY19 2.9% 6.7% 11.0% FY17-18 5.3% 7.8% 25.8% Internal mobility F FY19 2.1% 4.6% 6.2% FY17-18 1.1% 5.3% 2.1% M FY19 7.3% 3.9% 7.8% FY17-18 - - - Laterals F FY19 15.5% 5.7% 2.3% FY17-18 17.8% 10.5% 2.6% M FY19 11.7% 6.3% 1.9% FY17-18 9.2% 7.4% 2.4% Voluntary exits F FY19 6.2% 2.8% 2.4% FY17-18 7.8% 4.2% 2.7% M FY19 5.8% 3.4% 3.0% FY17-18 4.9% 4.2% 3.6% Total exits F FY19 9.3% 3.6% 5.2% FY17-18 7.8% 4.7% 5.7% M FY19 8.3% 7.0% 5.9% FY17-18 5.8% 5.2% 8.3% SUPPORTING GENDER DIVERSITY We are committed to gender diversity at all levels. Our vision is to achieve 50:50 gender parity at management level by the year 2021. In FY19, the percentage of women in senior management roles stands at 34 per cent (up two per cent from last year), and in FY20 we aim to close at 39 per cent. To drive this, we conduct continuous gender target tracking at all levels, targeted recruitment of female managers and Safaricom Women in Leadership programmes such as Women in Technology, Paa Dada and the Safaricom Mowgli Mentorship programme. Our maternity leave allowance is four months (longer than the statutory three), and we offer flexible working hours for six months upon return to work. To further support working parents, our facilities include a crèche with caretakers and teachers, and staff are encouraged to bring children to work. In the year under review, staff at our two crèches cared for a combined total of 638 children per month on average. We provide a mothers’ room and private areas for expressing and storing milk. We also offer additional support to staff who parent children with special needs. We have a Women in Technology (WIT) internship programme in place to foster burgeoning careers in the industry, and among our own staff women comprise 30 per cent of our technology division. SUPPORTING DIFFERENTLY-ABLED PERSONS Inequality and poverty disproportionately affect people who are differently-abled, especially in developing nations. At the inaugural Disability Summit in July 2018, held in London and co-hosted by the Kenyan and UK governments, Safaricom signed the Disability Charter for Change. This commits us to the following objectives for differently-abled persons: • eliminating stigma and discrimination; • economic empowerment; and • accessibility and affordability of assistive devices and technologies. We aim to recruit more people in this group as permanent staff in the technology division and across the business. We have set a target that five per cent of our workforce will comprise differently-abled people by the end of FY21. Currently, 2.1 per cent of our employees are differently- abled and in FY20 we intend to grow this to 2.9 per cent. FY20 target FY19 FY18 FY17 FY16 Differently-abled persons 2.9% 2.1% 1.7% 1.4% 1.2%