Safaricom - 2021 Sustainable Business Report

74 SAFARICOM SUSTAINABLE BUSINESS REPORT 2021 / STANDING TOGETHER: GOING BEYOND / OUR MATERIAL TOPICS //// OUR STAKEHOLDERS / KPI SUMMARY WOMEN IN LEADERSHIP PROGRAMMES PAA DADA INITIATIVE Workplace mentorship has been shown to be effective in developing and retaining top talent, thereby strengthening an organisation’s leadership pipeline at both the senior and junior levels. Conducted with an external third party, Safaricom Mowgli Mentoring encourages mentees to explore ideas, set clear goals on career growth and take steps towards them, build their confidence and communicate more effectively The Paa Dada initiative aims to support and fast-track the careers of the women in our organisation. This includes 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, a leading private university in Kenya. We sponsored 50 women to attend the programme in FY21. GROWING GENDER DIVERSITY IN OUR TECHNOLOGY TEAM When fewer women choose a career in technology, this means there are fewer women available to for recruitment, especially in core technology roles. This in turn leads to a talent pipeline issue. We remain committed to growing the number of women in our technology team which remains at 24%. Through initiatives such as Women in Technology (WIT) we hope to create a talent of pool of women opting for technology-based careers. PERCENTAGE OF WOMEN IN OUR TECHNOLOGY DIVISION Target FY21 FY19 FY20 FY21 30% 23% 24% 24% SUPPORTING PERSONS WITH DISABILITIES As part of our commitment to being an equal opportunity employer, we continue to actively recruit and retain Persons with Disabilities (PWDs). In order to mainstream the inclusion of PWDs in our workforce, we have set related quotas for this under the Discover, Contractor, Liquid workforce, Interns and Permanent (DCLIP) categories of recruitment. The progress in achieving our targets remains slow (as shown in the table below). However, we are working with disability organisations to identify and nurture talent at early stages to meet our future recruitment needs. PERCENTAGE OF PWDS IN OUR ORGANISATION Target 2025 FY18 FY19 FY20 FY21 5% 1.7% 2.1% 2.3% 2.6% EMPLOYEES BY GENDER (PER CENT) PERMANENT STAFF FEMALE STAFF MALE STAFF EXECUTIVE LEADERSHIP SENIOR MANAGEMENT* 50 25 32 50 27 34 50 36 35 50 11 34 50 75 68 25 73 66 50 64 65 50 89 66 FY18 FY19 FY20 FY21 * Excludes executive leadership