RESPECTING HUMAN RIGHTS SEC 3 58 RESPECTING HUMAN RIGHTS DIVERSITY, EQUITY, INCLUSION Diversity, Equity and Inclusion (DEI) enriches the workplace in various aspects including promoting an innovative mindset that contributes to more effective decision making and problem-solving methods. Embracing DEI is not just a strategic advantage for the organisation but a fundamental aspect of ethical and equitable practices. Employee engagement is critical for our company’s success as it directly impacts productivity, innovation and overall workplace satisfaction. When our employees are engaged, they invest their energy and creativity into their work, leading to increased efficiency and higher-quality outcomes. Engaged employees are also more committed to our company’s goals, contributing to a positive workplace culture and fostering a sense of belonging within our organisation. This emotional connection translates into improved retention rates, reducing turnover costs and ensuring continuity of institutional knowledge for our company. Moreover, a highly engaged workforce is more resilient in the face of challenges, promoting adaptability and innovation within our company. In essence, employee engagement is not just a metric; it is a cornerstone for building a motivated, productive, and thriving workforce that positively impacts our bottom line and the overall success of our company. WHY IT IS IMPORTANT CONTRIBUTION TO THE UNSDGS SDG target How we support the SDG Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life FGV Organised Women in Leadership Programme for Manager & Senior Executive Level aiming at encouraging growth and leadership within the organisation OUR APPROACH We do not tolerate any form of discrimination at the workplace and strive to provide equal opportunities to all employees. In this context, we do not discriminate against age, gender, nationality, religion, social groups, political standing, ethnicity or any other prohibited grounds of discrimination. Our employees are fairly rewarded based on their job performance, experience and seniority. As part of our pledge to provide equitable and dignified employment, we adhere to the minimum wage regulations set by the respective countries we operate in. We acknowledge the significance of gender equality and are actively implementing tangible measures to introduce initiatives across the entire Group. Our Gender Equality and Women Empowerment (GEWE) Committee, chaired by our Group Chief Human Capital Officer, has oversight over initiatives and efforts to promote gender equality and women empowerment in the workplace. The establishment of the GEWE reinforces our steadfast commitment to a zero-tolerance stance against all forms of discrimination, enabling a more comprehensive integration of gender perspectives into policies and practices. We place a high value on employee engagement as a fundamental aspect of our organisational culture. We are dedicated to enhancing the overall well-being of our employees through the Workplace Communication Framework (WPC). This platform empowers our team members to respectfully voice their thoughts and opinions on areas where improvements can be made, fostering open discussions that bridge the gap between employees, management, and C-level executives. Additionally, our commitment to employee welfare is exemplified through the establishment of our Welfare Policy Standard Operating Procedures (SOP). These documents outline clear rules and procedures regarding the provision of financial assistance to our employees and the organisation of welfare activities, all made possible through the FGV Welfare Fund. Building Connectivity Collaborate. Share. Discover. Contribute. Discuss. Connect. Do Engagement Communications Wellness P.R.I.D.E CORE VALUES Workplace Communication Framework (WPC)
RkJQdWJsaXNoZXIy NDgzMzc=