ESB Annual Report 2012 - (Page 39)
BUSINESS
OVERVIEW
OPERATING &
FINANCIAL REVIEW
CORPORATE SOCIAL
RESPONSIBILITY
CORPORATE
GOVERNANCE
FINANCIAL
STATEMENTS
ESB Annual Report 2012 39
01
EQUALITY ANDDIVERSITY
2012 has been a period of significant organisational
change. ESB’s Equality and Diversity policies,
practices and initiatives are leveraged to positively
engage with and support staff. During times of
organisational change, there is an increased focus
on employee engagement, resilience and well-being.
ESB continues to create and promote a positive and
inclusive work environment. Our policies are regularly
reviewed and aim to support a culture of respect and
dignity for the individual in workplace fairness and
equality of opportunity.
In October 2012, ESB was one of eleven
organisations to sign The Diversity Charter Ireland.
The signing of the charter is a voluntary commitment
by each of the organisations to promote effective
diversity management, preventing discrimination and
promoting equality for all employees, customers,
stakeholders and the environment in which they
operate.
The main purpose of the Diversity Charter is to
promote the acceptance, appreciation and inclusion
of diversity within the corporate culture and to work
together to share up-to-date information on best
practice and promote the benefits of diversity.
ESB is further demonstrating its commitment to
effective diversity management, promoting equality
and preventing discrimination. This commitment
means that we will:
Continually work to ensure we have a corporate
culture that is characterised by respect and
appreciation for each person’s diversity
Promote equality and non- discrimination at every
stage of our human resources processes
Build awareness and understanding of the
benefits of promoting equality and diversity
In 2012, ESB received a Willing Able Mentoring
(WAM) Leader Award for Employer of Graduates
with Disabilities and hosted an event for the launch
of WAM Bassadors booklet, outlining individuals’
experiences in the work-place.
ESB continues to be an active member on a number
of external equality and diversity networking groups.
Among the initiatives that help promote a
02
IN PROFILE
ROBERT FORDE, ELECTRIC IRELAND.
In 2006, I took part in ESB Traineeship
Programme for People with Disabilities, as I am
visually impaired. I had a 6 month placement,
assigned to Generation Operations in the Energy,
Trading and Regulation area. Having successfully
completed my traineeship and with skills,
confidence and support that I acquired during
my placement, it encouraged me to undertake
further studies related to ergonomics. In April
2007, another position became available in
ESB and I believe that my previous experience
positive and inclusive work environment were the
following:
Overview of mediation services to resolve
workplace conflicts
Women’s learning and networking events
– to promote and cultivate the growth and
advancement of women in the organisation,
including workshops to promote positive
learning and action opportunities
Joint Equality Council whose members
are a cross-section of staff and union
representatives and include a disability and
LGBT representative
Traineeship Programme for People with
Disabilities - continues to be a hugely
successful initiative not just for the participants,
but also in raising awareness of inclusiveness
of people with disabilities in the work-place
on the Traineeship was invaluable in attaining a
contract. Since then, I have seen many changes
in the organisation and have moved to Electric
Ireland, where I currently deal with electricity and
gas customers. The Traineeship Programme for
People with disabilities was a great platform from
which to launch my ESB career and it is fantastic
and reassuring to see the continued commitment
and support of ESB management and team
members to ensure the success of this initiative,
now in its 7th year.
Disability Access Group established to look at
all areas of access in ESB
ESB continues year on year to exceed its
3% NDA target of employing employees with
disabilities
Business Unit Diversity Groups – continue to
raise awareness at local levels by integrating
equality and diversity practices and initiatives
for staff and customers
Staff Survey Action Groups work to address
issues arising from the staff surveys and
highlight the positive opportunities, supports
and services available
The organisation is predominantly a male workforce;
23% of staff are female with 3 females at
ESB Board level. 20% of managers are female.
03
04
05
Table of Contents for the Digital Edition of ESB Annual Report 2012
ESB Annual Report 2012
Contents
Business Overview
Chairman’s Statement
Chief Executive Review
Our Strategy and Business Model
Operating and Financial Review
Operating Environment
Finance Review
Business Unit Sections: ESB Generation and Wholesale Markets
ESB Networks
NIE
Electric Ireland
Corporate Social Responsibility
Introduction from Executive Director, People and Sustainability
Sustainability Charter
Energy Usage 2012
ESB Innovation
Equality and Diversity
Our People
Our Community
Corporate Governance
Chairman’s Corporate Governance Statement
The Board
Executive Team
Board Members’ Report
Risk Management Report
Statement of Board Members’ Responsibilities
Independant auditor’s report to the stockholders of Electricity Supply Board (ESB)
Statement of Accounting Policies
Financial statements
Prompt Payments Act
ESB Annual Report 2012
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