VECTOR ANNUAL REPORT 2021 /
Our people and safety
Our people and safety
None of us could have anticipated the pressures that Covid-19 would bring, and the range of stresses and unexpected worries which have continued to play a large part in our employees’ lives over the past twelve months. We have maintained a focus on care and wellness for our people throughout the year, recognising our role in providing a supportive and inclusive workplace, in relation to physical and mental health. Covid-19 support and vaccinations Throughout the year we have continued to evaluate and adapt our response To help our people navigate the continued disruption, we have implemented a number of programmes aimed at providing extra support and information. This has included a vaccination information campaign, to provide access to factual, relevant campaign has included external subject matter experts such as doctors, written communications in multiple languages, video, staff Q&A sessions, and has been tailored for relevance across New Zealand and Australia. Mental health and wellbeing This year we have been consistent in proactively helping our people find ways to access support if they are having a hard time. to Covid-19, to ensure our ability to deliver our essential services is not compromised. information about the Covid-19 vaccination. This multi-channel In recognition that mental wellbeing is a continuum and we must be vigilant about how concerns may manifest across our large workforce, we have begun to roll out a Mental Health First Responder programme, to improve our ability to help our people through tough times. So far we have more than one hundred trained mental health first
responders who can provide another avenue for any of our Vector people to find support, including referrals to appropriate care where necessary. We are now looking to pilot a mental health leadership course for all people leaders, and create a champions forum to raise awareness and assist in normalising and destigmatising mental health. We have also run programmes covering mindfulness, and weekly informal learning opportunities, covering a range of topics from an introduction to New Zealand Sign Language, to the human impacts of hybrid working. Progress towards our Group safety goals To track our progress against our safety goals, Vector continues to measure safety performance across the Group, including Lost Time Injury Frequency Rate (LTIFR) and Total Recordable Injury Frequency Rate (TRIFR). Beyond tracking progress, these measures are critical for indicating which areas require ongoing improvement. In the last year we observed a 21% increase in LTIFR and a 30% increase in TRIFR across the Group. This can be attributed to low-level manual handling, slips, trips and fall injuries. The severity rate, which measures number of lost days per 1 million hours worked, improved by 24%. In alignment with our Symphony strategy, our approach to managing and improving safety across the Group continues to evolve, to one where the unique needs of our different businesses, employees and customers directly inform our safety management thinking and practices. This is being reflected in a review Vector is undertaking of its Health Safety and Environment Management System (HSEMS) to reflect the latest HSE developments and continue to enhance the practical application and usability of the HSEMS at all levels of our businesses.
We remain focused on our critical health and safety risks, our controls, and on assuring our confidence in those controls. Vector has now moved the reporting and management of HSE incidents to Vector’s group incident management system, Active Risk Manager (ARM). This enables incidents that occur in our businesses, importantly including ‘near-miss’ incidents, to be linked with our critical HSE risks, which drives a data-driven and continually improving understanding of where our focus is best applied to develop HSE improvements. Attracting and developing diverse talent 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. At 30 June 2021, the proportion of female executives was 25%, however this does not include Fiona Michel who is currently on secondment. In the past twelve months, we have seen a slight gender composition shift with the number of female employees increasing from 35.1% to 35.6% across the organisation. Our ethnicity profile has moved slightly, with our Māori representation reducing by 1.1% to 5.0%, Pasifika representation has increased by 1.9% to 5.0%, Asian representation up by 5.0% to 19.1%, and MELAA (Middle Eastern, Latin American and African) representation has increased by 1.3% to 2.3%. Age-wise, in the past year our employees aged 20 to 39 has remained unchanged at 49.8%. Those aged 40 and over has increased slightly by 1.6% to 49.4%, while employees aged under 20 years declined by 1.6% to 0.6% and 0.2% recorded as unknown.
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