Becoming an employer of choice
WHAT DOES IT TAKE TO BE AN EMPLOYER OF CHOICE?
WHAT DOES IT TAKE TO BE AN EMPLOYER OF CHOICE?
As we believe that the success of our company is dependent on the success of our people, we have committed to becoming an employer of choice by the end of 2025. For us, this means offering an attractive employer value proposition, guaranteeing an unbiased hiring process to attract a diverse talent pool, and ensuring a well-rounded onboarding programme by familiarising new recruits with equipment and workplace safety principles. We provide opportunities to grow through skills development and training initiatives, offer living wages and benefits for all employees, and ensure a fair review process with clear internal promotion opportunities. Additionally, we demonstrate our commitment to sustainability and strive to improve satisfaction and efficiency across our business.
Big ideas can come from anywhere
WE WANT TO ENSURE EVERYONE IN OUR COMPANY HAS OPPORTUNITIES FOR GROWTH AND DEVELOPMENT
The Inclusion Week is an annual initiative inspired by DPD UK, SEUR and DPD Poland to encourage diversity, equity and inclusion across the Group. The week is a valuable two-way conversation with our people about all issues of inclusion, and we were delighted that 2023's running of the event achieved even greater engagement across a variety of topics. Since its inaugural running, Inclusion Week has grown to involve 32 business units, with over 180 initiatives shared through a library of best practice that's accessible across our Group. Those figures represent almost a 50% increase in initiatives submitted and more than 20% growth in participating business units compared with the previous year.
WE WANT TO ENSURE EVERYONE IN OUR COMPANY HAS OPPORTUNITIES FOR GROWTH AND DEVELOPMENT
The Inclusion Week is an annual initiative inspired by DPD UK, SEUR and DPD Poland to encourage diversity, equity and inclusion across the Group. The week is a valuable two-way conversation with our people about all issues of inclusion, and we were delighted that 2023's running of the event achieved even greater engagement across a variety of topics. Since its inaugural running, Inclusion Week has grown to involve 32 business units, with over 180 initiatives shared through a library of best practice that's accessible across our Group. Those figures represent almost a 50% increase in initiatives submitted and more than 20% growth in participating business units compared with the previous year.
A strong team begins with strong leadership
EMPOWERING FEMALE TALENT
EMPOWERING FEMALE TALENT
If we want women to remain in the company long term, we need to give them the means to improve their working conditions and wellbeing and enable them to enhance their professional skills. To that end, SEUR demonstrates its commitment to the promotion of female talent by participating in the Empowering Women’s Talent programme, a project to boost female leadership, equality and diversity in companies. The programme connects SEUR with events and activities, such as bringing together women from different areas of the business to participate in networking breakfasts, collaborative workshops and informative video interviews. There’s also a cross-mentoring element, with two women from SEUR currently being mentored by senior managers from other companies, exchanging knowledge and experiences to help build their capabilities.
Recruitment and retention begin with listening
FROM 2022, OUR EMPLOYEE OPINION SURVEY IS ANNUALLY CONDUCTED
We believe that our people are the best drivers of our HR strategy, ambitions and action plans. Their perspectives are key to our direction, and that’s why we conduct our Employee Engagement Barometer annually. The survey, consisting of 46 questions, is translated into 30 languages and sent to 49,006 employees. It helps us track our performance against key variables in important areas such as diversity, equity and inclusion, safety and talent management. In 2023, 72% of employees responded to the Employee Engagement Barometer survey, resulting in an employee engagement index of 75, underlining our efforts to create a sense of belonging within our business.
FROM 2022, OUR EMPLOYEE OPINION SURVEY IS ANNUALLY CONDUCTED
We believe that our people are the best drivers of our HR strategy, ambitions and action plans. Their perspectives are key to our direction, and that’s why we conduct our Employee Engagement Barometer annually. The survey, consisting of 46 questions, is translated into 30 languages and sent to 49,006 employees. It helps us track our performance against key variables in important areas such as diversity, equity and inclusion, safety and talent management. In 2023, 72% of employees responded to the Employee Engagement Barometer survey, resulting in an employee engagement index of 75, underlining our efforts to create a sense of belonging within our business.
Brt sees value in training
JUST ONE EXAMPLE OF EMPOWERING EMPLOYEES AND PREPARING FUTURE LEADERS ACROSS OUR BUSINESS UNITS
JUST ONE EXAMPLE OF EMPOWERING EMPLOYEES AND PREPARING FUTURE LEADERS ACROSS OUR BUSINESS UNITS
BRT uses educational tools to promote its core values, offering on-site training for employees. The Operation Specialist programme develops people management skills and adaptability, while another course equips Department Managers to lead change and manage new talent. The company also runs a Digital Academy to build skills in personal branding, leadership, and sustainability. Looking to the future, BRT engages with university students and has co-created a Master's course with Politecnico di Milano to prepare graduates for the transport sector.
Prioritising health and safety
WHEN IT COMES TO PROTECTING OUR WORKFORCE, IT’S NON-NEGOTIABLE
In recognition of Ireland’s national Mental Health Awareness Week, DPD Ireland delivered a week-long programme of wellness initiatives connected to physical, emotional, social and financial wellbeing. As part of the section of the week promoting positive physical wellbeing, the company organised healthy spine awareness sessions across the business, delivered by local pain and movement specialists. The sessions were tailored to the different needs of colleagues working in physical and desk-based roles. DPD Ireland also launched an affordable, optional Laya Healthcare benefit and worked to build awareness of the relationship between stress and physical injuries, providing some ideas for preventative interventions.
WHEN IT COMES TO PROTECTING OUR WORKFORCE, IT’S NON-NEGOTIABLE
In recognition of Ireland’s national Mental Health Awareness Week, DPD Ireland delivered a week-long programme of wellness initiatives connected to physical, emotional, social and financial wellbeing. As part of the section of the week promoting positive physical wellbeing, the company organised healthy spine awareness sessions across the business, delivered by local pain and movement specialists. The sessions were tailored to the different needs of colleagues working in physical and desk-based roles. DPD Ireland also launched an affordable, optional Laya Healthcare benefit and worked to build awareness of the relationship between stress and physical injuries, providing some ideas for preventative interventions.