Our business relies on the commitment, talent and diversity of our employees. We focus on motivating, developing and leveraging the strengths of our people so we can maintain a high performance culture. By developing our leadership behaviours across the Group, we can develop our talent pipeline for key growth markets whilst promoting diversity and inclusion.
Developing our people
To help employees fulfil their potential, we have a formal process to identify training needs and create individual development plans. Our approach helps employees to identify the right career path for them and clarifies the knowledge and skills they will need at different management levels. We run an annual survey across the Group which invites employees to share their view on the culture within
Old Mutual. The survey helps us to understand the values and behaviours our employees experience at work.
Promoting employee wellbeing
Building strong teams
Networking opportunities for employees
We are committed to increasing diversity throughout the Group: the different backgrounds, experiences and perspectives of our employees are a great asset. Our policies ensure that no employee receives less favourable treatment on grounds of their gender, age, sexual orientation, race, disability, religion or any other factor unrelated to the requirements of their position. In southern Africa, recognising the unique circumstances, we balance these principles against our commitment to address employment equity and transformation issues. We are also members of the UN Global Compact, which is focused on promoting diversity, human rights and labour rights.
Wellness at work
We want Old Mutual to be a safe, positive and rewarding place for our employees to work, so we take their health and wellbeing at work seriously. Across the Group each business has a variety of approaches for promoting wellness at work. Old Mutual Asset Management's wellness programme has 90% of employees actively taking part, whereas in South Africa, our employees benefit from the only corporate indoor multi-lane pool in the country.
Managing succession risk
The loss of key employees can cause significant disruption in any company, and we see this as a key risk to the business. We have mitigated this risk through succession planning and our processes for growing talent within the business. One initiative driven by our understanding of current succession plans was the creation of a Global Leadership Potential Programme. This provides individual action plans for people who show particular promise, to prepare them for appropriate future roles at more senior levels within the Group.