Environmental, social and governance (ESG)
EMPLOYEES BY ETHNICITY
EMPLOYEES BY AGE
EMPLOYEES BY GENDER
. % UNKNOWN
.% UNDER
.% DIVERSE
%
.% +
UNKNOWN
. %
% ASIAN
%
PASIFIKA
. % FEMALE
.%
%
OTHER
%
NZ MĀORI
.% MALE
. %
%
EUROPEAN
%
. %
NZ EUROPEAN
%
MELAA*
Notable changes in the diversity statistics included a 1.4% decrease in female representation, from 36.3% to 34.9%, across the Vector group, a decrease in employees identifying in the 30 to 39 age bracket (-1.5%) and a decrease in the 50 to 59 age bracket (-1.4%). We also noted an increase in those identifying as Asian by 2.7%, and an increase in NZ Māori by 0.2%. A further breakdown of Vector’s gender mix can be found in the Governance section on p39. Due to Vector Metering’s separation from Vector, a portion of employees included in this year’s diversity data will no longer be accounted for in future reporting.
* Middle East, Latin America and Africa
Leadership development We’re continuing to upskill our
Ongoing talent programmes Vector’s established talent management processes continue to identify high potential staff and successors to key roles. These are reviewed by the executive team twice a year and the People and Remuneration Committee annually. As well as identifying development requirements for individuals, this process is about identifying gaps and risks. Annual performance reviews based on the achievement of individual goals are set at the start of the financial year (July and August) with regular progress conversations and half-year check-ins encouraged. The outcomes of the performance reviews are one of the factors taken into consideration when reviewing annual remuneration movements.
Our health and safety systems and processes are specific to the needs of our business units, employees and services. To further evolve them, we are currently undertaking a review of our enterprise risk and health, safety and environmental (HSE) management technology solution used across our businesses. The purpose of this review is to ensure we have the best technology available to support effective and insightful risk and HSE decision-making and incident management through an intuitive user experience and timely reporting. We remain highly focused on our critical HSE risks, our controls, and on assuring our confidence in those controls, and have retained certification in ISO45001, ISO14001 and NZS7901, being the key HSE standards for our businesses.
people managers, with a focus on lifting their capabilities to lead, support and develop their teams. We launched Manager’s Warrant of Fitness 2.0 during the year, which includes further development for our people leaders to strengthen their leadership capability, following the success of WOF 1 in FY22. WOF 2 is short and impactful, and focuses on understanding mental health and wellbeing, including how to spot signs of distress and have safe conversations around this, psychological safety in diverse teams, and how to lead a team effectively in a hybrid-working environment. In FY23, a total of 115 people leaders participated in either WOF 1 or WOF 2.
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