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38 About Strategy and Governance Our People Our Business Our Outcome AppendixSupporting Diversity in the WorkplaceAs a services company, our employees bring our values to life. Their talent, commitment to our customers, and pride in DKSH are key to our business success. We strengthened our approach to promoting diversity in our workforce by implementing a Group-wide Belonging Policy in 2022, covering diversity, equity, and inclusion. This step underscores our belief that we must create a space where our employees feel they belong and can do their best work to succeed as a company. The Belonging Policy expands upon the diversity section in our Code of Conduct and sets out our understanding of diversity, equity, and inclusion.Additionally, 83 % of our managers completed a comprehensive e-learning program on Belonging. We also held workshops to increase awareness of the importance of diversity and to provide targeted insights into unconscious bias, which may be an issue in talent acquisition and management, to address areas of particular opportunity. In 2023, the representation of locals in market leadership teams increased to 80 % (2022: 78 %). Also, 55% of our employees and 52 % of our managers20 were female. Our senior21 leadership increased to 34% women, up from 31% in 2022. We have set ourselves the goal of increasing the percentage of women in senior leadership to 36 % by 2024 and 39 % by 2027. The representation of females in our market leadership teams22 has increased by three points from 2022, to 39 %. There are currently no women on the Executive Committee, although women held 22 % of the positions on the Board of Directors, DKSH%u2019s highest governance body, in 2023. This is partially due to the current and historic underrepresentation of women in the science, technology, and logistics industries from which we hire. We are committed to diversity at all levels of the organization, including increasing the representation of women in our senior leadership. %u2023 GRI 405-120 Members of the Executive Committee, corporate or local heads of Business Units or key Functions, and DKSH employees as well as client staff with P&L and/or budget responsibility, direct reports, and function specialists/heads/managers.21 Senior refers to managers in corporate, regional, or local management roles. In 2023, we shifted to a new architecture for job hierarchy to more accurately reflect a job%u2019s relative contribution and value within DKSH. This process was already started in 2023 and will be finalized in 2024. Please note that changes in the job hierarchy limit the comparability of figures related to women in senior leadership between 2022 and the years before and 2023.22 Market leadership teams refers to heads of each Business Unit and Function within a market.Percentage of employees, by genderPercentage of managers, by gender Percentage of senior leaders, by genderPercentage of market leadership teams, by gender55% 52 %34%45% 48%66% 61% 39 %Female Male