Diversity, Equity and Inclusion (DEI) Diversity, Equity, and Inclusion (DEI) are essential to fostering collaboration, enhancing decision-making, and driving innovation. They reflect our commitment to ethical, equitable practices and align with our broader values of equity and opportunity. A diverse workforce not only cultivates a sense of belonging and improves productivity but also reduces turnover and builds organisational resilience. WHY IS IT IMPORTANT? We integrate DEI into our governance and operations to create a workplace where every employee is valued and empowered. The Gender Equality and Women Empowerment (GEWE) Committee, established in 2021, leads initiatives in education, training, and enterprise development to drive meaningful participation and professional growth. Through these efforts, we create opportunities for women while strengthening FGV’s broader DEI objectives. WHAT IS OUR APPROACH? EMBEDDING DEI IN PRACTICE We adopt a holistic approach to addressing DEI, integrating it into key areas of our operations: DEI Key Performance Indicators (KPIs) We monitor workforce demographics, promotion rates, and retention statistics to identify gaps and improve equity and representation across all levels. These metrics inform targeted strategies to create a fairer workplace. Inclusive Recruitment Practices We ensure merit-based, bias-free hiring through inclusive job descriptions and trained hiring panels, building a diverse talent pipeline that reflects the communities we serve. Equitable Career Growth Opportunities Our structured development programmes, fair performance evaluations, and leadership pipelines ensure equal access to career advancement. Mentorship and upskilling initiatives further empower employees to achieve their career aspirations. Addressing Barriers Through Feedback Transparent feedback mechanisms enable employees to raise equity concerns, ensuring our policies and practices remain inclusive and fair. Continuous evaluation and improvements demonstrate our commitment to fostering a supportive and conducive workplace. We continue to strengthen our approach to fostering inclusivity and equity through policies that address key aspects of DEI. In 2024, we introduced two new policies: WHAT VALUE WAS CREATED IN 2024? In 2024, four harassment cases were reported and addressed through a stringent and fair disciplinary process, resulting in the dismissal of all accused individuals. These incidents revealed the need for a stronger organisational focus on addressing workplace misconduct and fostering a culture of respect and accountability. We conducted a series of awareness sessions and workshops on the issues of sexual harassment and bullying in the workplace. These sessions covered examples of inappropriate behaviour and outlined clear procedures for reporting misconduct. They also encouraged open dialogue on how such behaviour affects workplace culture and productivity. The workshops will continue through to the third quarter of 2025. Sexual Harassment Policy Reinforces our zero-tolerance stance on harassment, ensuring a safe and respectful workplace for all employees. Gender Diversity in Key and Top Management Policy Adopted in November 2024, the policy aims to enhance gender representation in leadership, with implementation already underway. 135 Sec 05 DRIVING VALUE THROUGH BUSINESS GROWTH (SUSTAINABILITY REVIEW)
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