Equal opportunities and diversity

Equal opportunities and diversity: performance 2007/08

We have:

Increased the number of women in top senior management roles
In 2007/08, there were four more women in top senior management (26 out of 211) than the previous year, an increase of 1%. There were 25 more women in senior management positions in 2007/08. This means the percentage of women in senior management positions was maintained at 20% with the growth in overall employee numbers (see chart). The overall percentage of women in senior and middle management levels (Bands A-F, approximately 5,000 employees) also remained steady at 25%.

The overall percentage of women in our workforce fell by 1% to 45% in 2007/08. This was largely as a result of the acquisition of Vodafone Turkey, where women currently make up 43% of the workforce, and a fall in the proportion of women in Vodafone Italy following a reduction in the number of people employed at call centres.

Surveyed senior management and developed a strategy on gender diversity
In 2007/08, we surveyed 325 senior managers to help inform our strategy on gender diversity. In response to the feedback we have developed a global inclusion and diversity strategy. This includes training on inclusion and diversity for senior leaders across the Group.

Established a steering committee on diversity and inclusion
We have established a top level committee to raise the profile of diversity and inclusion, chaired by two senior leaders from the Executive Committee. The Committee will play an important role in guiding the development of a new global inclusion strategy.

Maintained cultural diversity in top senior management roles
Twenty nationalities continue to be represented in our top management (Bands A-D, approximately top 200 - 250 employees). Almost half of our senior managers have international experience and international rotation is a key part of the new Inspire programme for our future leaders. See Learning and development.

See our corporate governance section at our website for information on the diversity of our Board.

We will:

• Develop a global inclusion strategy and local action plans on gender diversity by March 2009.