DB is home to a close-knit team of around 500 people who are focused on creating sustainable value, from barley to bar. Our current people strategy aims to develop the talents of our people while building engaged, inclusive and diverse teams and leaders.
In 2018, we proudly closed our gender pay gap following a three-year focus on talent acquisition and development. During this time, business practices were fine-tuned to allow us to monitor remuneration benchmarks and then address any discrepancy through tactics like standardising pay rates within job grades and ensuring that the FTE (full time equivalent) salaries of part time and flexible workers are aligned to their job grade and colleagues. Anyone coming back from parental leave has their salary or hourly rate reviewed to ensure it is in line with the market and that they are not disadvantaged as a result of having time away from work.
We have begun to roll out our future of work strategy, which focuses on inclusion and diversity, employee wellbeing, flexible working, our work environment and agile resourcing options. Currently 25% of our staff work under official flexible arrangements and we have many others who informally arrange their work day around other commitments. We are also building on our ability to attract and retain talent by leveraging the positive association that people have with our brands, building on our strong position on sustainability and working with HEINEKEN to develop regional and national strategies to address this challenge. This work will be critical to the future success of DB as increasing demand for talent, or the ‘talent crunch’, is putting pressure on companies in New Zealand and globally.
Our annual Climate Survey captures feedback from employees on topics including personal development, job satisfaction, strategic alignment, management, innovation, reward and recognition, collaboration and team work. In 2018, our employee engagement index and performance enablement index scores were both 77%. Last year, we introduced an inclusion index for the first time, which measures employees’ views of how much their environment supports their different and diverse contributions. Our score was 84%, which is 5% above the external norm.