Corporate Sustainability Report - Flipbook - Page 32
Sustainability Report
AGE
50
Undisclosed
27.6% 58.7% 13.7% 0%
GENDER
Female
Male
Undisclosed
41.2% 58.7% 0.1%
EMPLOYEE CATEGORY
Manager
Female
Male
Undisclosed
Total
39.7% 60.3% 0.0% 21.7%
Non-Manager
Female
Male
Undisclosed
Total
41.7% 58.2% 0.1% 78.3%
NUMBER OF EMPLOYEES BY YEARS
OF SERVICE
9% %
34.8
< 1 Year
51.6%
1–5 Years
Each group has its own executive sponsor,
supported by two or three lead community
volunteers and their mission is to represent
their respective communities, propose actions
that address group-speci昀椀c needs, and help
strengthen their presence and impact across
the group.
We have made great progress and it’s our
intention to add further groups to the network
in FY26 starting with Neurodiversity, but
we have already seen some encouraging
outcomes in FY25. For example, Access has
signed the Disability Con昀椀dence to Level 1
and entered a partnership with Race Equality
Matters. Our Standard of Business Conduct
training has deployed as essential mandated
learning for all employees this year, and
this also covers various inclusion awareness
factors.
As required under local legislation, we analyse
and report on gender pay gaps which are
reducing year-on-year. A broader gender
pay gap remains due to historically higher
male representation in senior, technical, and
business development roles. The gender pay
gap is reducing over time as we continue to
evolve equitable internal structures.
In FY25 42% of our hires were women with our
Romanian operation, which has experienced
the most recruitment of all our geographies
this year, now having a 50:50 F/M employee
ratio.
Labour and human rights
13.6%
> 5 Years
More generally Access naturally supports,
audits and ensures international standards
on fair pay, human rights, anti-child labour,
and anti-slavery. Each business unit operates
under Access’ general Code of Conduct
which aligns with local laws and group-wide
expectations.
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