15 ―
EMPLOYEES BY AGE
Ultimately, our people are the ones who will deliver the future of energy. Over the past year, we have continued to invest in our people through a range of award-winning initiatives, further strengthening Vector’s reputation as an employer of choice. FY20 has also seen Vector purposefully shape our organisation to amplify the skills and competencies necessary to continue to deliver our Symphony strategy. We are integrating lessons from our global partners to help cultivate a nimble, innovative and collaborative culture to propel the business forward and deliver for our customers. Developing talent from within Vector remains committed to diversity and inclusion as we recognise the importance of a dynamic workplace to drive a range of views that are representative of our communities and customers. In August 2019, Vector was pleased to win the overall Supreme Award at the 2019 Diversity Works Awards for our commitment to building an inclusive and supportive workplace culture. We also took home the Empowerment Award in acknowledgement of our programmes to improve gender diversity and the Diversability Award for our work to make Vector a more accessible environment for people with disabilities. In the past five years, we have seen a significant gender composition shift within our executive team with the number of female executives increasing
from 17% to 44%. In the same period, we have seen a gender composition shift with the number of female employees increasing from 34% to 35% across the organisation. Age-wise, in the past year our employees aged 20 to 39 have increased to 49.8% – up from 43.0% one year ago. Those aged 40 and over have decreased by 8.7%. Our ethnicity profile has moved only slightly, with Māori representation up 1% to 6.1% and Pasifika static at 3.1%. In January we commenced a pilot coaching programme for an initial cohort of leaders – all provided positive feedback on the value of coaching techniques to increase staff engagement and grow performance within their sphere of influence. Flexibility and the future The productivity benefits of working from home have long been discussed by business experts the world over and the COVID-19 lockdown provided an opportunity for Vector to test our own thinking around workplace flexibility. We canvassed the views of our people through a working-from-home survey which found 90% of people found their productivity levels were the same or higher compared with working from the office. The most popular working- from-home benefit was ‘avoiding the commute’, which has the flow-on benefit of allowing people to strike a better work-life balance. The survey is helping the business evolve our ways-of-working framework for the future.
. % .%
. %
. %
. %
.%
.%
UNDER 20
20-29
30-39
40-49
50-59
60+
UNKNOWN
EMPLOYEES BY GENDER
. %
. %
.%
FEMALE
MALE
DIVERSE
EMPLOYEES BY ETHNICITY 1
1. HRV and Vector PowerSmart staff numbers included in gender and age data only, not ethnicity.
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. %
. %
. %
Adapting to a COVID-19 world Alongside a thorough programme of employee communications, the People and Culture response team established a confidential care- call initiative where every employee was contacted on a regular basis to ask them if they were coping under the extraordinarily challenging circumstances. In the event anyone needed extra help – whether that be in the form of additional ergonomic equipment, counselling support or a safe environment to seek help, the team was there to source confidential advice and support where it was needed. The People and Culture teammade over 2,000 confidential calls to over 1,000 staff during lockdown, receiving feedback that people felt supported and cared for by Vector. The initiative proved particularly beneficial to several of our Christchurch-based staff who experienced overlaid trauma from the Christchurch earthquakes and appreciated the personal assistance.
. %
.%
.%
.%
ASIAN
EUROPEAN
MELAA*
NZ EUROPEAN
NZ MĀORI
OTHER
PASIFIKA
UNKNOWN
* Middle East, Latin America and Africa
Our people
our people
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