Sustainable Business Report 2019 - Vodafone Group Plc
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Sustainable Business Report 2019 Vodafone Group Plc
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 2
In this report Our business
INTRODUCTION OPERATING RESPONSIBLY Vodafone Group is one of the world’s leading telecoms and technology
Our year at a glance 3 Supply chain integrity 37 service providers. We have extensive experience in connectivity,
Chief Executive introduction 5 Safety 42 convergence and the Internet of Things, as well as championing mobile
How we connect for a better future 6 Managing key safety risks 43
financial services and digital transformation in emerging markets.
Our sustainable business strategy 7 Human rights 46
Anti-bribery and corruption 48
TRANSFORMATION Our approach to political engagement 51
Women’s empowerment 9 Privacy and cyber security 53
The global context
Empowering women in
10 Mobiles, masts and health 56
650 million €43.7 billion
emerging markets 11 OUR PEOPLE mobile customers *
turnover
Gender equality in our workplace 16 Developing skills and capability 61
Youth skills and jobs 19 Building a diverse and inclusive business 62
The global context 20 Employee wellbeing 64
Our future jobs strategy 21 Managing change and reorganisations 65
Digital workplace experience
Energy innovation
23
25
APPENDIX 85 million 92,005
The global context 26 Managing and reporting on IoT connections employees
Vodafone, energy and climate change 27 sustainable business 67
Our greenhouse gas emissions 28 Materiality 69
Optimising our energy consumption 30 Environmental management 70
Increasing renewable energy 32 Scope of reporting 71
Scope 3 emissions 33 How we report our key
Enabling customers to
reduce emissions 34
performance indicators
Independent Limited Assurance
72
37.1 million
Report to Vodafone Group Plc 80 mobile money customers
5.4 million
TB of data transmitted
* Including all of the customers in Vodafone’s joint ventures and associates.
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 3
Our year at a glance Youth skills
and jobs
By empowering women Progress towards
and promoting gender our 2022 goals
equality, we can help
communities, economies Support 10 million young people
and businesses – including to access digital skills, learning and
our own – to prosper. employment opportunities
With a growing digital
9 478,986 skills gap, we believe
users have completed our Future Jobs there is a need to help
Finder tool to understand their strengths young people develop the
and skills and view job opportunities in skills they need to thrive
the digital economy in the digital economy.
Provide 100,000 opportunities for young 19
people to receive a digital learning
experience at Vodafone
Women’s 54,712
young people provided with workplace
empowerment experience during the year
Energy
Progress towards Urgent action is needed to innovation
our 2025 goals address climate change. We
are committed to achieving Progress towards
We aim to connect an additional our 2025 goals
a significant reduction in the
50 million women living in emerging
markets to mobile
greenhouse gas emissions To reduce our greenhouse
associated with our operations. gas emissions by 50%
19.4 million 25 3%
more female customers in
our emerging markets since 2016 reduction in our total greenhouse
gas emissions in the last year
Our ambition is
for Vodafone to become the Our ambition is to purchase
world’s best employer for women 100% of the electricity we use
from renewable sources
31% 15%
of our management and
leadership roles held by women of purchased electricity was
from renewable sources
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 4
Our year at a glance
Supply chain integrity and safety Human rights Privacy and cyber security Our people
We work with our suppliers, partners Respect for human rights, together with Vodafone has strict governance processes Our business performance and our
and peers to drive high standards established processes to reduce the risk and controls in place to protect our customers’ experience of Vodafone depend
across our supply chain and do our of human rights abuses, is critical to customers’ personal data, respect their on our ability to attract, develop and retain
utmost to keep everyone working in our long-term success. privacy and proactively manage the cyber talented individuals at all levels.
our operations safe from harm. security risks that face businesses today.
Supply chain 37
Safety 42 Key highlights of the year
Key highlights of the year
GNI assessment Key highlights of the year €60m
invested in employee
completed to ensure we have 10 Privacy training and development
Key highlights of the year measures in place to protect and
advance freedom of expression ‘commandments’
Supplier Academy and the right to privacy established to help drive how we 85%
Launched a common industry develop and operate our products of our employees* believe that
Supplier Academy to help build Tech Against and services Vodafone is socially responsible
capability of suppliers
Trafficking
46 Vodafone Cyber Code 53 450 employees 58
85 Joined a new multistakeholder
coalition, Tech Against launched to simplify and have joined our Multicultural * Employees
who responded
on-site assessments conducted Trafficking, which is focused on explain our basic security controls network, which was launched to our Global
within Vodafone’s supply chain modern slavery issues to all employees this year in the UK People Survey
Our reporting does not stop here vodafone.com/sustainability
Mobiles, masts and health Reporting our contribution Taxation and our total Digital Rights and
The health and safety of our customers and to the UN SDGs economic contribution Freedoms Reporting Centre
the wider public is a priority for Vodafone. Vodafone is committed to leveraging As a major investor, taxpayer and employer, Our transparency disclosures on matters related
We endeavour to address any concerns the power of its technology, networks we make a significant contribution to the to digital human rights include our policies,
regarding the electromagnetic frequency and services to contribute to the United economies of all the countries in which we approach and principles regarding government
(EMF) emissions from mobile devices and Nations Sustainable operate. Our tax access to customer data, as well as our
base stations by providing up-to-date, open, Development Goals. report sets out our approach to managing issues such as freedom
transparent information on our website and Find out how in total contribution to of expression, censorship and the digital rights
by engaging with local communities. our report. Our contribution
Our contribution public finances on a of the child. We present our approach on these
to theto
UNthe
SDGs
UN SDGs
cash-paid basis. Find issues online in our Digital Rights and Freedoms
56 the report online. Reporting centre.
Vodafone Group Plc
May 2019
vodafone.com/mmh vodafone.com/sdgs vodafone.com/tax vodafone.com/drf
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 5
Chief Executive introduction
Vodafone’s purpose is to connect for a better Inspired by our purpose and supported by our society. In the first year, we have made good Our strategy continues to help drive impact
future and is supported by our commitment to networks and technologies, we are working progress through our Future Jobs Finder against the UN Sustainable Development Goals
improve one billion lives through an inclusive to ensure that our services, programmes and platform, with 500,000 young people, across (SDGs), and specifically those that relate to
digital society while halving our environmental initiatives are helping to accelerate gender 20 different countries, learning more about quality education, gender equality, decent work
impact by 2025. diversity and women’s empowerment, and are their skills and abilities and how they can use and economic growth, industry, innovation and
improving young people’s digital skills across our those to find a career in the digital economy. infrastructure, and climate action.
We have an important role to play in helping
footprint, while we reduce our environmental
to create a digital society. Digital services, like – Climate change remains one of the most Vodafone is optimistic about the benefits of
impact. I am pleased with our progress and
the ones we provide, are quickly becoming critical global challenges facing humanity. a digital society. High speed networks are
would particularly highlight some of the
the new engines of growth in the global race We have committed to reducing our accelerating the availability of new technologies
programmes and initiatives that are driving that
for economic prosperity and sustainable greenhouse gas emissions by 50% and to and innovative products and services that
success, including:
development. As digitisation dramatically purchasing 100% of the electricity we use will help our customers and wider society to
increases the rate of change and pace of – In 2016, Vodafone set a target to connect from renewable sources by 2025. These are improve their lives and livelihoods. Using those
innovation, it can however, also widen existing an additional 50 million women living in ambitious targets for our business, as business new technologies, we intend to continue to
divides in our societies. In this fast-paced emerging markets to mobile by 2025. To growth and our customers’ growing data help to build prosperous economies, strong
journey to an exciting digital age, our goal must date, we estimate that we have connected usage is resulting in increased energy demand. communities and a sustainable planet, as we
therefore be to democratise digitisation, making an additional 19.4 million women, providing While there is no simple global solution, I am work to create a more inclusive digital society.
technology truly accessible to everyone while opportunities for them to enhance the pleased with the progress we have made this
being more mindful of its impact on our planet. quality of their lives and reach their full year to ensure that we will meet our targets in
potential. Vodacom’s Mum & Baby service a credible and sustainable way.
As Vodafone’s CEO, I am pleased to share our
in South Africa is one example of the
Sustainable Business Report 2019 with you, which Nick Read
programmes we are developing in pursuit
outlines our progress against our sustainable Group Chief Executive, Vodafone Group Plc
business strategy and targets. It is clear that
of our goal. It is a platform that provides Our strategy continues to
subscribers with maternal, neonatal and child help drive impact against
our focus on women’s empowerment, youth
health and wellbeing information, with 98%
skills and jobs and energy innovation is having a
of those completing a recent independent
the UN Sustainable
positive impact on our customers, our colleagues
survey saying they had taken action to Development Goals (SDGs)
and the communities in which we work.
improve their child’s health as a result of
using this service.
Vodafone is also committed to operating
Vodafone’s purpose is – In March 2018, we committed to our target responsibly and with integrity. This report
to connect for a better to support 10 million young people to access outlines the policies, approach and controls
future and is supported by digital skills, learning and employment we put in place to manage key risks such as
our commitment to improve opportunities by 2022. This goal was digital human rights, ensuring integrity in our
developed to address the concern that, supply chain, health and safety, protecting
one billion lives through an while younger people are generally more our customers’ data and respecting their right
inclusive digital society while savvy digitally, many find themselves lacking to privacy.
halving our environmental the necessary digital skills to capture new
impact by 2025. employment opportunities in a digital
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 6
How we connect for a better future
Working across our business
In our operations Our employees For communities
Every day, our products and services play a
central role in the daily lives and livelihoods Keeping the people who work Our business performance and Through targeted commercial
of more than half a billion people, across for us safe is one of our most our customers’ experience propositions, we are helping
25 countries. We work to embed our fundamental responsibilities. depend on our ability to attract, women in emerging markets
sustainable business strategy across all our develop and retain talented overcome the barriers they face
We are also committed to
operations and are committed to building individuals at all levels. in reaching their full potential,
responding openly and
positive relations with all our stakeholders. benefiting both themselves and
transparently to public concerns
16
Gender equality their local communities.
about mobiles, masts and health. in our workplace
58 Our people 13 Increasing access to health
42 Safety advice in South Africa
56 Mobiles, masts and health 23 Providing free coding training
in Turkey
Across our network
Our networks account for 94% of our
total energy use. Through a number For our customers Working with our suppliers
of different initiatives, we are working Our customers trust us with We work with more than 10,800
to improve energy efficiency across their personal information and direct suppliers around the
our networks and purchase 100% their privacy. Protecting that world. We have collaborated with
renewable electricity by 2025. information and respecting peer companies to develop an
their privacy is fundamental. academy to support suppliers to
30 Our network – optimising our
energy consumption improve their social, ethical and
53 Privacy and cyber security environmental performance.
32 Increasing renewable energy
37 Our suppliers
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 7
Our sustainable business strategy
We believe that Vodafone has a significant
role to play in contributing to the societies in
which we operate. Our sustainable business
strategy articulates our intention to deliver We connect for a better future
significant positive impact in three areas,
each of which has the potential to improve
the lives of our customers and wider society.
We have established long-term targets to Our transformation areas
drive change in the areas of:
– women’s empowerment;
– youth skills and jobs; and
– energy innovation.
In parallel, we remain committed to ensuring
that Vodafone operates responsibly and
ethically, supported by our corporate
transparency programme. Four areas form Women’s Youth skills Energy
the focus of our efforts as we ensure detailed empowerment and jobs innovation
policies, practices and disclosures help
to hold our businesses to account while
contributing to the broader debate.
Our operating responsibly focus areas are: Operating responsibly
– taxation and total economic contribution;
– supply chain integrity and safety;
– mobiles, masts and health; and
– digital rights and freedoms. Tax and total
Supply chain Mobiles, masts Digital rights
economic
and safety and health and freedoms
contribution
Principles and practice
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 8
Women’s empowerment Youth skills and jobs Energy innovation
Transformation
Our sustainable business strategy articulates our intention to deliver
significant positive impact in three areas, each of which has the
potential to improve the lives of our customers and wider society. We
have established long-term targets to drive change that focuses on
women’s empowerment, youth skills and jobs, and energy innovation.
Women’s empowement Youth skills and jobs Energy innovation
By empowering women and In many of the countries where Our industry faces a growing
promoting gender equality, we can we operate, youth unemployment greenhouse gas (GHG) emissions
enable communities, economies remains at very high levels. Together challenge and we have an important
and businesses – including our with a growing digital skills gap, role to mitigate the consequences
own – to prosper. Communications this creates a significant social of the growth in demand for our
technology plays a critical role in and economic challenge. Working services. We will continue to reduce
helping women to improve their together, governments, educators the GHG emissions associated
lives and livelihoods. By improving and companies need to find ways with our operations by purchasing
the diversity of our global workforce to address future workplace needs more of the electricity we use from
we will better reflect our customer and enhance the skills of people renewable sources. We will also
base and wider society. entering the workforce, to enable continue to help our customers
them to be better equipped to to reduce their emissions through
9 contribute to a prosperous and the use of our Internet of Things
inclusive digital society. products and services.
19 25
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 9
Women’s empowerment Youth skills and jobs Energy innovation
Women’s empowerment
The equality of women remains a significant global challenge. By
empowering women and promoting gender equality, we can enable
communities, economies and businesses – including our own – to prosper.
For society Within our business
We are changing women’s lives Our strong commitment to diversity
through mobile. is a source of business strength.
See page 11 See page 16
Our 2025 goal Our 2025 goal
We aim to connect an additional Our ambition is for Vodafone
50 million women living in to become the world’s best
emerging markets to mobile. employer for women.
Progress towards our goal Progress towards our goal
This year, the 2019 Bloomberg
19.4 million Gender-Equality Index
more female customers in our recognised Vodafone as one
emerging markets since 2016. of the top companies globally
leading the way towards more
equal, inclusive workplaces.
Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 10
Women’s empowerment Youth skills and jobs Energy innovation
The global context Our alignment to the UN Sustainable
Development Goals (SDGs)
Women are disadvantaged excluded from education than boys3. Evidence It is estimated that giving women and girls equal rights
economically across all cultures, also suggests that women in emerging markets and opportunities could improve public health, increase
are more likely to live in poverty than men4. productivity and grow prosperity, adding US$12 trillion to
societies and economies. Globally, Estimates state that every day approximately global GDP by 20257.
around 50% of women aged 15 or 830 women die from preventable causes related Communications technology can play a critical role in
over are in paid employment, to pregnancy and childbirth5. empowering women to improve their lives and livelihoods.
Providing women with access to life-enhancing services
compared with around 75% of men1. In more developed economies, young women can help unlock socio-economic opportunities and
and men enter the workplace with equivalent champion the inclusion of women in the workplace.
According to the World Economic Forum, it will
Vodafone is committed to SDG Goal 5, which is focused
take another 202 years to close the economic skills and in broadly equal numbers, but a on achieving gender equality.
‘gender gap’ if significant changes are not made. much greater proportion of men reach middle
Our approach also aligns with Goals 4 (quality education)
Also, the comparative lack of women in senior, and senior-level roles. A significant proportion and 8 (decent work and economic growth), as our mobile
better-paid roles means that the global average of women leave the workforce or continue technologies also support improved education outcomes
for women’s earnings is half that for men2. working in more junior roles than their male and drive financial inclusion.
peers. A lack of support during pregnancy and
In emerging economies, the gender gap often the challenge of balancing childcare with work Key SDGs and targets
affects women at an earlier age than it does in account for many women deciding to leave 4.3 By 2030, ensure equal access
more developed economies, and barriers exist paid employment. Some women experience for all women and men to affordable
in all areas of life, including access to education, difficulties in returning to work after a career and quality technical, vocational and
healthcare and finance. An estimated 132 break. Those who return to work find fewer tertiary education, including university.
million girls around the world are currently out opportunities for promotion and progression
of school, and girls are more likely to remain 5.1 End all forms of discrimination
than their male counterparts6. against all women and girls everywhere.
5.5 Ensure women’s full and effective
participation and equal opportunities for
leadership at all levels of decision-making
in political, economic and public life.
The global gender gap
One-third 5.B Enhance the use of enabling
technology, in particular information
fewer women and communications technology, to
promote the empowerment of women.
132 million girls Women Around 50% of women
aged 15 or over are in paid
8.5 By 2030, achieve full and productive
employment and decent work for all
are currently out of school and
are more likely to remain excluded are 10% employment, compared
with around 75% of men.
women and men, including for young
people and persons with disabilities, and
from education than boys.
less likely equal pay for work of equal value.
8.10 Strengthen the capacity of domestic
to own a mobile phone financial institutions to encourage and
than men. expand access to banking, insurance and
financial services for all.Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 11
Women’s empowerment Youth skills and jobs Energy innovation
Empowering women in emerging markets
In low and middle-income countries, women – support education and skills; Mobile technology increases access to quality
Our 2025 goal are 10% less likely to own a mobile phone than – improve health and wellbeing; and education, especially for people living in remote
men. This equates to a ‘mobile gender gap’ of – enable economic empowerment. areas. Vodafone Foundation has pioneered the
We aim to connect an additional approximately 200 million women deprived of development of innovative digital teaching and
50 million women living in To contribute towards our goal, we have
the benefits of mobile ownership8. In addition, it remote learning technologies for deployment
launched new commercial propositions for
emerging markets to mobile is estimated that over 300 million fewer women
customers focused on helping women in
among some of the most vulnerable and
than men access the mobile internet. disadvantaged communities in the world,
emerging markets overcome the barriers they
Progress towards our goal including people living in refugee camps in
Closing the gender gap in mobile ownership face in reaching their full potential. These
sub-Saharan Africa. Its Instant Network Schools
We have made progress towards and usage by 2023 would provide an estimated include Vodacom’s Mum & Baby initiative in
programme connects classrooms to the internet,
our goal and now have an estimated additional US$140 billion in revenue for the South Africa, Vodafone Idea’s Sakhi safety plan
providing remote and isolated communities
119.8 million active female mobile industry over five years9. and our Business Women Connect programme
with solar power, tablet computers and teacher
in Tanzania and Mozambique.
customers, 6.1 million more Owning even the most basic mobile enables a training resources, together with access to
than last year (and an increase woman to communicate, access information, Supporting education and skills educational content. Run in partnership with the
learn, manage her finances, set up and run a Enabling girls and women to access a good United Nations High Commission for Refugees,
of 19.4 million since 2016).
business and even get help if feeling threatened. education can enhance their chances of thriving the Instant Network Schools programme has
Mobile technology also enhances many public in life, yet many girls in emerging markets enter given over 83,500 young refugee students
Estimated number of female customers and commercial services of value to women adulthood lacking basic literacy and numeracy access to a quality digital education.
in emerging markets (millions) and girls in emerging markets, from accessing skills. An estimated 132 million girls worldwide
vaccinations and maternal healthcare, to are out of school, including over 34 million girls
Baseline Goal
mobile banking and online support for of primary school age11.
smallholder farmers.
2016 100.3 Changing women’s lives through mobile
2017
We estimate that 119.8 million of the
109.7 +9.4
334.5 million active customers we serve in
emerging markets are women10. However, this
Across our networks
2018 113.7 +3.9
2019 119.8 +6.1
only represents 36% of our customer base, and
a disproportionate number of women in these 37.1 million
markets still do not own a mobile phone. customers using M-Pesa,
16.9 million are women
0 25 50 75 100 125 150
We want to bring the benefits of mobile to
women through a series of targeted commercial
programmes. In 2016, we set a goal to connect
See page 71 for how we report our
key performance indicators
an additional 50 million women in emerging
markets to mobile. To reach this target, we are
6.1 million 1.5 million
committed to use our mobile technologies to more female customers subscribers to Mum & Baby
enhance the quality of women’s lives through than last year service in South Africa
programmes that:Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 12
Women’s empowerment Youth skills and jobs Energy innovation
Improving health and wellbeing In Tanzania, Vodafone Foundation has
Empowering girls through mobile Estimates show that at least half the world’s collaborated with the United States Agency for
population lacks access to essential health International Development and other partners
Across the world, millions of girls lack the The partnership will increase the reach of mobile to develop its Mobilising Maternal Health
information, connections, tools and services platforms such as Springster, a mobile platform services13. Most of those people live in low to middle-
income countries where access to services for programme. This uses mobile technology to
they need. Many of the everyday issues that designed for and created by girls. The content on connect mothers to healthcare with the aim
affect them – relationships, contraception Springster helps girls understand and navigate screening, prevention and treatment is often limited
or non-existent. Rural poor, especially women, are of reducing rates of maternal death and injury,
and gender-based violence – are often too the key social issues they face in their local area, indirectly reducing the number of neonatal
sensitive to talk about openly, if at all. Boys from health and education, to financial security particularly deprived of such essential services.
deaths. Since the launch of the programme,
are also one and a half times more likely to and personal safety. Through informal learning Through Vodafone and Vodafone Foundation, we over 900,000 women have been connected
own a mobile phone than girls12. and by connecting girls with a supportive group have developed a range of mobile technologies that to treatment or free transport in emergencies.
Vodafone Foundation, which focuses of peers, the Springster platform aims to break enhance primary healthcare and prevention services Known as M-Mama, the emergency transport
on using connectivity to drive social change, the cycle of poverty by giving girls the tools, in emerging markets. Many of these programmes works with a network of local drivers to act as
launched a partnership this year with Girl knowledge, networks and confidence they are particularly important for women and young ‘taxi ambulances’ in areas where ambulances
Effect, a non-governmental organisation need to reach their full potential. children. They include Vodacom’s Mum & Baby are rarely available. When the patient makes a
(NGO) with expertise in using media and Vodafone Foundation has contributed US$5 service in South Africa, which provides subscribers free call to a 24/7 dispatch centre, the call
mobile technology to empower girls to million to the project, which will be used to with maternal, neonatal and child health and handler assesses the patient’s condition using
change their lives. The partnership aims generate a total of US$25 million over five wellbeing information. This year we commissioned the M-Mama app, which indicates whether the
to empower 7 million vulnerable girls years. The partnership aims to reach girls across KPMG to conduct a socio-economic assessment of patient needs transferring to a health facility.
across eight countries, connecting them India, Tanzania, South Africa, Lesotho, Ghana, this service to understand its impact and identify If so, the nearest taxi ambulance driver identified
to information, support and services they the Democratic Republic of Congo, Kenya and areas where it could be enhanced in the future (see on the M-Mama app is sent to take the woman to
need, through mobile. Mozambique. the case study on page 13 for more information). the closest health facility. On arrival, the driver
is paid for the journey via M-Pesa. M-Mama has
helped achieve a 27% reduction in maternal
mortality in the northern Lake Zones of
Tanzania where it is operational.Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 13
Women’s empowerment Youth skills and jobs Energy innovation
Tackling domestic violence and abuse
Increasing access to health advice for mums, dads and carers Vodafone Foundation has more than a decade
According to UNICEF South Africa , each
14
– 98% of the mothers and pregnant women of experience developing mobile services
year 4,300 mothers die due to complications surveyed said they had taken action to to support victims of domestic violence and
during pregnancy and childbirth, 20,000 improve their child’s health because of abuse. This includes the TecSOS technology,
babies are stillborn and another 23,000 access to the information provided by which has supported more than 100,000
die in their first month of life. Research the service; high-risk survivors of domestic violence in five
shows that good access to reliable health countries, along with Easy Rescue, which has
– 95% of the mothers and pregnant women supported over 300,000 women in Turkey, and
information plays a crucial role in reducing
surveyed said that the information gender-based violence hotlines in South Africa
maternal and infancy illness and mortality.
received influenced their decision to and Kenya, which have connected over 300,000
In addition, many people in South Africa
breastfeed, and across the focus groups women to help during crises.
face long queues to receive health advice
a small number of participants indicated
for themselves and their families and often This year, Vodafone Foundation commissioned
that the information received had resulted
have to travel long distances to reach a clinic, research to explore the impact of domestic
in them breastfeeding for longer than
especially in rural areas. violence and abuse in the workplace (see page 17
six months;
To help address this problem, Vodacom for more information on the findings). In response
– 97% of mothers and pregnant women to the issues highlighted by the research,
developed Mum & Baby. This free-to-use
surveyed said the service influenced Vodafone Foundation announced the international
(no data charges) mobile health (‘mHealth’)
their decision to visit a health centre for expansion of Bright Sky, a free app that provides
intervention gives customers maternal,
check-ups; and information and advice to those affected by
neonatal and child health information.
The information is shared through weekly domestic abuse. Created in partnership with the
– 96% agreed that the information received
stage-based SMS messages. Additional UK-based crisis support charity Hestia, the app
helped with their decision to vaccinate
health-related content, such as articles, enables users to locate their nearest support
their child. If this were representative of all
videos and tutorials, is available through a centre. A short questionnaire also helps users
Mum & Baby subscribers, it would suggest
mobile-optimised website. Mum & Baby is assess the safety of a relationship and provides
that the service may have influenced the
available in English, Zulu, Sesotho, Xhosa information about different forms of abuse and
vaccination decisions for the children of
and Afrikaans. The service has helped over the types of support available.
approximately 650,000 individuals in
1.5 million parents and caregivers to take South Africa. In conjunction with this, Vodafone has launched
positive actions to improve their children’s a global domestic violence and abuse policy
The findings of the study will be
health since its launch in 2017. (see page 17 for more information).
used to help shape future plans
This year we commissioned KPMG to for the service and how its social
conduct an independent study to assess impact can be enhanced.
the socio-economic contribution of
Vodacom’s Mum & Baby service. R
ead the report:
The study found: Vodacom’s Mum & Baby
service in South AfricaIntroduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 14
Women’s empowerment Youth skills and jobs Energy innovation
Enabling economic empowerment accounts and arrange micro-loans to help fund
Helping women to feel safer in India More than 2 billion people in the world, most their businesses. M-Pesa is also widely used
of them women, still have no access to banking to manage business transactions and to pay
In India, there are over a billion mobile connections and while almost half of the population is
facilities16, and women have less access to salaries, pensions, agricultural subsidies and
female, only 59% of them own a mobile phone15. This year, Vodafone Idea (our joint venture in
financial services than men in 40% of the world’s government grants.
India) launched a new mobile service for female customers called Sakhi that includes a special
set of security and safety features, including: countries17. Finding ways to improve their access With M-Pesa, women can take greater control
to financial services will bring significant social over their own and their family’s finances. For
Emergency Alerts benefits and economic opportunities. example, in Kenya, research estimated that
Location alerts that can be sent to ten pre-registered contacts in an emergency.
In 2007, together with our Kenyan associate, with mobile money access through M-Pesa,
Emergency Balance Safaricom, we developed the first mobile 185,000 women have been able to switch from
Ten free minutes of call time that can be used during emergencies, even with zero credit. money transfer service, M-Pesa. This is a subsistence farming to business or sales as their
simple, secure, cheap and convenient solution primary occupation19. In addition, the research
Private Number Recharge
now offered to customers across eight markets: also found that M-Pesa has helped lift 194,000
Provides a dummy ten-digit number to ensure the privacy of customers when they recharge
the Democratic Republic of Congo, Egypt, households, or 2% of Kenyan households, out of
at retail outlets, avoiding the need for them to have to reveal their mobile number to an
Ghana, India, Kenya, Lesotho, Mozambique poverty. We estimate that 16.9 million women
unknown retailer.
and Tanzania. The service enables customers were actively using M-Pesa in 2018, accounting
Female customers using Vodafone Idea prepaid or postpaid services can sign up to Sakhi for free, to safely and securely send, receive and for 46% of our M-Pesa customer base.
and can use the service on any type of phone, even without credit or access to mobile internet. store money via a basic mobile phone and, Goal 10 of the UN SDGs is to ‘reduce inequality
To date, millions of women from both rural and urban areas have subscribed to Sakhi, giving more recently in some markets, using a within and among countries’. Within this,
them the confidence to travel further from home to pursue education and employment smartphone app. target 10.c is to reduce the cost of sending
opportunities, while feeling safer and less at risk of harassment. As of March 2019, 37.1 million customers remittances to less than 3% of transaction costs
were using M-Pesa18, with over 11 billion by 2030. This has already been met by M-Pesa in
transactions having been made through those markets where it has regulatory approval
a network of more than 395,000 agents. to offer outbound remittances. In Kenya this
year, in partnership with Western Union, we
With a mobile phone and an M-Pesa account, launched M-Pesa Global. This service allows
people on low incomes have more control M-Pesa customers to send and receive money
over their financial affairs. It also reduces the across 200 countries and territories. M-Pesa
associated risks of robbery and corruption in a also continues to expand its partnerships across
cash-based society. Thanks to the development the globe for inward remittances, helping
of additional services such as M-Shwari, migrants and their families receive their money
M-Pawa and KCB M-Pesa, our customers can in a fast, secure and convenient manner.
also save money through interest-bearingIntroduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 15
Women’s empowerment Youth skills and jobs Energy innovation
Supporting female entrepreneurs
In addition to financial services, Supporting businesswomen in Tanzania and Mozambique
Vodafone’s networks and technologies Since 2016, we have built on the success of our M-Pesa money transfer and M-Pawa money
support businesses of all sizes, including saving services. We are a partner in Business Women Connect (BWC), a service specifically
entrepreneurs. For example, research designed for women who run micro-businesses. Created in partnership with the ExxonMobil
commissioned in Ghana by Vodafone found Foundation, World Bank and Centre for Global Development, BWC enables women to save and
that 70% of micro-entrepreneurs would face access useful business skills training, delivered by the NGO TechnoServe.
difficulties continuing their business without
a smartphone20. This constant connectivity Since its launch, nearly 6,000 Tanzanian women have benefited from BWC’s business skills
allows entrepreneurs to connect with training and learned how to use M-Pawa. The World Bank has analysed the results, which show
customers, search for new business ideas that women who are introduced to M-Pawa and have business skills training are statistically
and track competitors’ prices. more likely to move their savings into their phones and improve their business practices.
Through Vodafone Business in our local markets, Building on this success, we supported a pilot involving 500 businesswomen in Mozambique
we provide products and services for small and in 2017. After the training, women’s savings by phone increased from 56% to 93%, and the
medium-sized (SME) and small-office home- number keeping business records increased from 25% to 60%. The pilot also found a high use
office (SOHO) businesses. Our aim is to be a of phones among urban businesswomen and a growing interest in mobile payments.
digital solutions provider for this market and Over the coming year, TechnoServe and Vodacom plan to explore a new partnership in
help guide small businesses through technology Mozambique to support female agents who run kiosks where M-Pesa customers can deposit
choices that are moving at an unprecedented and withdraw money. One of the main objectives will be to provide financial literacy, business
pace. For example, this year Vodafone Ireland and agent skills so that more women can become successful entrepreneurs.
launched Open Conversations, an initiative to
help our SME customers gain insights on the
future of business. Women First in Entrepreneurship
Vodafone also supports female entrepreneurs Through Vodafone Turkey Foundation’s
through local Vodafone Foundation Women First in Entrepreneurship
programmes. The Vodafone Institute in programme, more than 36,000
Germany developed F-LANE , a seven-week women have received training on
acceleration programme for high-potential entrepreneurship, communications and
digital impact ventures and the first finance. Once trained, they can use their
accelerator in Europe aimed exclusively at new skills to make and sell handmade
women. The programme’s mission is to foster items on a bespoke website. Launched in
the participation of women in technological 2015, the programme is run in partnership
development and to empower women of all with the Ministry of National Education
ages around the world through technology. In and the Turkish Informatics Foundation.
the most recent round, 180 start-ups from 57
This year, a new mobile application was
countries were identified for consideration and
launched to enable women to access
review. The final five applicants took part in
e-learning content and manage their
the full programme of support, which included
products. The application has been
mentorship, training, networking and funding.
downloaded over 21,000 times, with over
50% of the users completing the e-learning.Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 16
Women’s empowerment Youth skills and jobs Energy innovation
Gender equality in our workplace Across our business
Vodafone employs over 36,500 women directly increase the global proportion of women in We employ over
Our 2025 goal
Our ambition is for Vodafone to
and provides employment opportunities for
hundreds of thousands more across our global
management and leadership. HR directors in
our local markets and professional functions 36,500
supplier base. We believe that achieving greater use quarterly analysis to identify and address women directly.
become the world’s best employer gender equality strengthens our company challenges. Twice a year, our Group Executive
for women significantly, giving us a better understanding Committee (ExCo) reviews Vodafone’s gender
of the needs of the women, men, families balance and discusses key initiatives to increase
Progress towards our goal and businesses who rely on our networks
and services.
the proportion of female employees. The
Vodafone Group Board is updated regularly
40%
This year, the 2019 Bloomberg of our total workforce
on progress. are women, which
Gender-Equality Index recognised Achieving gender equality in the workplace,
at all levels, remains a significant challenge for We have active women’s networks in many of the enables us to have
Vodafone as one of the top a stronger gender
most businesses, especially those of a global countries in which we operate. These networks
companies globally leading nature. To address this issue, Vodafone has a are founded and managed by employees. They equality base.
the way towards more equal, long-term ambition to become the world’s offer women at all levels a supportive and
inclusive workplaces. best employer for women by 2025. informative environment in which to network,
share and learn.
The Index scored Vodafone Our commitment to gender equality Women hold
This year, Vodafone Business created a forum
between 82% and 100%
across several categories,
We have embedded our commitment to
diversity and gender balance into how we work to bring together global female senior leaders,
with 70 invited to a specific event in December
31%
including gender at Vodafone. In our induction programme for of our management
senior leaders, they are required to complete 2018. During the forum, participants shared best
employment statistics, and leadership roles.
unconscious bias training to help them practices on how to create an inclusive business
employer policies, company
recognise the assumptions and beliefs that can environment and discussed challenges facing
products and company
skew their decision making. A number of our women in the workplace.
community engagement.
training programmes focus on making sure our We also celebrate women’s achievements with
Vodafone was also recently recruitment processes are balanced and help to visible support from our senior leaders. We
named in The Times Top 50 develop the skills required to manage diverse hold a week-long celebration to coincide with Our Women in
Employers for Women 2018, teams. This year, we piloted a global female International Women’s Day. On March 8, 2019 Technology Network
recognising our leadership development programme, ConnectedSheCan, more than 6,300 employees watched a global now has more than
on workplace gender providing in-depth coaching and training to webinar led by our Group Chief Executive. Our
equality in the UK. 15 senior leaders from across the business.
The programme forms part of the succession
global programme saw over 60 events being held
worldwide, including roundtable discussions,
1,300
plan for employees destined for more senior roles. networking events, training, and role-modelling members
Our new Group Chief Executive, Nick Read, and mentoring sessions. and we now have active
continues the commitment to act as a corporate women’s networks in
champion for the UN Women’s global solidarity many of the countries
movement for gender equality, HeforShe. On in which we operate.
a quarterly basis, we assess our progress toIntroduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 17
Women’s empowerment Youth skills and jobs Energy innovation
In 2015, we introduced a global minimum
Supporting employees suffering maternity policy covering all Vodafone employees. Our programmes in action: ReConnect Bringing our gender equality
from domestic violence and abuse Over the past four years, more than 7,000 women strategy to life in Portugal
“ I know many women like me, who
working for Vodafone have gone on maternity
During the year, Vodafone Foundation are attempting to support their family Since 2017, Vodafone Portugal has
leave. All of them were eligible to benefit from at
commissioned research to assess the and further their professional career implemented a number of different
least 16 weeks’ fully paid maternity leave, plus full
impact of domestic violence and abuse on at the same time. When I heard about initiatives to support gender equality.
pay for a 30-hour week for the first six months of
people’s work-life and career. The study ReConnect, I thought how refreshing For example, in the last two years,
their return. Last year, we also launched a global
surveyed 4,715 women and men in the to find a business that sees value 33 female employees have been
paternity policy that set a minimum standard
workplace across nine countries (the UK, in attracting talent back into the recruited through ReConnect in
for all men and secondary carers who work
Germany, Ireland, Turkey, South Africa, workplace! ReConnect has helped me Portugal. In addition, the business
for Vodafone to be entitled to two weeks’ paid
Kenya, India, Italy and Spain). The research rebuild my confidence, achieve my has strengthened its recruiting
paternity leave.
found that more than one in three workers aspirations and relaunch my career.” procedures to ensure that there
had experienced domestic violence and Launched in 2016 across all our markets, our are at least two credible females
Alison Davies – Senior
abuse, and 67% of those said that the ReConnect initiative aims to bring talented women in every shortlist. These initiatives,
Customer Experience
abuse affected their career progression. back into the workplace after a career break. along with working closely with third
Manager, Vodafone UK
Furthermore, 51% felt too ashamed to The programme includes training, coaching and party labour providers, have helped
discuss their abuse at work. a specially designed induction to help those increase the number of females hired
returning to refresh and enhance the professional in front line positions (such as within
Using these insights, Vodafone designed
skills they need to return to work and progress their call centres and retail stores) by 154%
and introduced a new global HR policy
careers. ReConnect joiners are also offered flexible in the last year.
specifically for victims of domestic
working options and a phased return to work.
violence and abuse in all our markets. Vodafone Portugal has also focused
Employees now have access to support Our target is to hire 1,000 ReConnect women on training leaders to promote gender
and specialist counselling, as well as up across our markets by 2020. To date, 310 women equality through incorporating
to 10 days’ additional paid ‘safe leave’. The have been recruited through the programme. unconscious bias workshops as
extra safe leave gives them time to manage While there are a significant number of vacancies part of its leadership learning and
their situation, which can be used for on offer at Vodafone at all times, it is important to development curricula.
seeking professional help and counselling, ensure we match the skills the roles require with
attending police or court appointments, those of the candidates who have applied. We do Finally, the business has worked to
making arrangements to move house not always find the appropriate skills mix in the create a pipeline for female graduates
and supporting their children. In addition, ReConnect candidates who apply. This year we through its internship programme,
specialist training is provided for HR will be launching a new, more targeted campaign which has helped lead to over 60% of
managers to help them support employees to attract women with the skills we need for the female graduates recruited in the last
experiencing domestic violence or abuse. future, with a particular focus on digital talent. two years. As part of the internship
programme, the students with the
We also have flexible working, part-time and most potential are invited to become
Flexibility and support for working parents homeworking policies in place across a large Vodafone Campus Ambassadors,
Research by KPMG estimates that the cost to the number of our local markets, and many employees 64% of which are currently female.
global economy of replacing women who do not are using our remote working technologies. These This provides the interns with an
stay in the workforce after having a baby could include opportunities such as working from home opportunity to become advocates
be as much as US$47 billion every year21. We one day a week, allowing for earlier or later start or of Vodafone through organising and
encourage and support our employees to return to finish times and, in some markets, having on-site participating at university job fairs and
work with us after the birth or adoption of a child. childcare services for employees. open days across the country.Introduction Transformation Operating responsibly Our people Appendix Vodafone Group Plc Sustainable Business Report 2019 18
Women’s empowerment Youth skills and jobs Energy innovation
Women in technology In four of our local markets (Ireland, Romania, Female employees at Vodafone*
Vodafone has placed specific focus on increasing Albania and Tanzania), women already hold more 1 Leave No One Behind, UNHLP, 2016
the proportion of women in technology roles, than 40% of all management roles. In addition, 2 The Global Gender Gap Report, WEF, 2018
particularly within senior roles. Initiatives such as women make up 40% of our total workforce, 2017 29%
3
Fact Sheet No. 48, UNESCO Institute for
Statistics, 2018
ensuring that female candidates are included in which gives us a stronger base from which to
Women in management 4
The Full Participation Report, Clinton
interview shortlists and setting internal targets drive our gender equality initiatives. 2018 30% Foundation and Bill & Melinda Gates
and leadership23
have helped increase the proportion of females The percentage of women in Vodafone’s
Foundation, 2015
working in technology. During the year, 21% of 2019 31% 5 Maternal mortality factsheet, WHO, 2016
global senior leadership – including ExCo
6 KPMG research for Vodafone, 2017
our technology management and leadership members – increased from 26% in 2018 to
7
D elivering the Power of Parity, McKinsey
roles were held by women22. Though this 28% in 2019. Women’s representation in our Global Institute, 2016
represents progress compared to previous years, senior management community remained the 2017 26% 8 GSMA Mobile Gender Gap Report, 2019
we know that there is more we can do to increase same, also at 28%. 9 GSMA Mobile Gender Gap Report, 2019
this proportion. Women in senior
2018 26% 10 Based on 30-day active customer figures
This year, the ExCo team female representation leadership24
for the nine emerging markets in the 50
Through our Women in Technology network, increased significantly, from 14% to 25%, with four million women goal. 2019 annual data
2019 28%
we are working to better support women in roles now occupied by women (General Counsel, only includes data from Vodafone India
technology roles. This now has more than 1,300 HR Director, CFO and EU Cluster Director).
up to August 2018, prior to the merger of
this business with Idea Cellular to create
members and holds quarterly webinars and Vodafone Idea.
local face-to-face meetings. Programmes such This year, 52% of the places on our Discover 2017 27% 11 Fact Sheet No. 48, UNESCO Institute for
as #Codelikeagirl (see page 23), and our work graduate development programme were held Statistics, 2018
with schools and universities to promote women by women, along with 46% of the places on our 2018 28% Women in senior 12 ‘Real girls, real lives, connected’, Girl Effect
Columbus fast-track graduate scheme. Increasing management and Vodafone Foundation, 2018
in technology, underpin our wider strategy to
have a positive impact on women taking up the proportion of women on these schemes 2019 28% 13
Tracking Universal Health Coverage: 2017
Global Monitoring Report, WHO and World
technology careers. gives us confidence that women are playing an Bank
increasingly important part in leading Vodafone. 14 UNICEF, 2019
Our performance
As of 31 March 2019, 42% of the directors of 2017 30%
15 GSMA Mobile Gender Gap Report, 2019
We have met our target of 30% of management the Vodafone Group Plc Board were women. 16 Powering Potential, BNY Mellon and UN
and leadership roles being held by women across Twice yearly, senior management reviews the Women in middle Foundation, 2018
our local markets and professional functions 2018 31% 17 The Global Gender Gap Report, WEF, 2018
proportion of women serving as directors on our management
ahead of our deadline of 2020. As of 31 March subsidiary company boards. As part of this review,
18 30-day active customers (financial
2019 31% transaction within last 30 days)
2019, women held 31% of our management opportunities for increasing gender diversity 19 ‘The long-run poverty and gender impacts
and leadership roles, and we have now set a are identified and progress is tracked. We also of mobile money’,
revised target for women to hold 40% of our encourage greater female participation in non- Suri and Jack, Science, 2016
management and leadership roles by 2030. executive and advisory roles outside Vodafone. 2017 40% 20 ‘Smartphones and micro-
entrepreneurship: evidence from Ghana’,
Women (all non- Vodafone, 2016
2018 40%
management employees) 21 KPMG research for Vodafone, 2017
22 D efined as management and leadership
2019 40% roles in our Technology function and
Vodafone Shared Services Technology
23 This includes women in senior leadership,
senior management and middle
management
* 2017 and 2018 data has been restated to exclude employees from our joint ventures in the 24 Our most senior employees (approx.
Netherlands and India, and Vodafone Qatar, which was sold in March 2018. 200 employees in total), including
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