Be a responsible, equal-opportunity employer
As a responsible employer of a global workforce, we are active in a wide variety of communities. And we strongly believe in equal opportunity and diversity among our employees. Our inclusion and diversity principles are reflected in our Anti-discrimination and Equality Policy.
By fostering a culture of respect and openness, we aim to create and maintain a safe environment for employees to communicate openly and respect each other’s perspectives, while preserving a flexible work-life balance. We strive to make our workplaces free of discrimination, harassment and victimization on the basis of (among others):
- Gender, sexual orientation, marital or civil partnership status, gender reassignment
- Race, color, nationality, ethnic or national origin
- Hours of work
- Religious or political beliefs
We are also committed to business practices that do not infringe on human rights and align with international standards of responsible business conduct – as described in our Global Human Rights Policy. These include the Universal Declaration of Human Rights, and the International Labor Organization’s Declaration on the Fundamental Principles and Rights at Work.
How we foster, cultivate and preserve our culture of diversity and inclusivity
Diversity is an integral part of how we do business and it is crucial to our commercial success. Our employee diversity is a reflection of our global presence and diverse customer base. We are committed to:
A fair recruitment process based on objective criteria
• An internal remuneration system based on specific position requirements and all employees’ professional backgrounds and skills
• Equal access to professional training, talent development and skills enhancement opportunities, mentoring and coaching programs, and succession planning
• Improved work/life balance through flexible work schedules
In terms of gender diversity, in line with previous years, 68% of all GrandVision full-time employees are female. In corporate offices we have a balanced male/female representation with about 50% each on an extended senior leadership level (Management Teams and direct reports). Yet, at the Management Team level, the male/ female ratio is more imbalanced, with only 13% female representatives.