During FY19 our global workforce decreased by 3% to 511 people (FY18 529), largely due to our focus on streamlining operations for the long-term, together with our internal digital transformation.
FY19 EMPLOYEES BY REGION
FY19 EMPLOYEES BY GENDER
Diversity & Equality
At IMDEX we value and encourage diversity in our workforce. We seek to employ, retain and develop employees for the long-term, assisting in their professional development and the development of the culture and values of our company.
Our aim is to build a diverse workforce and inclusive environment where everyone feels able to participate and achieve their potential. This strategy extends beyond legal compliance and seeks to add value by contributing to our employees’ health and well-being. Our Diversity Policy can be found on our website.
IMDEX is committed to providing equal opportunities for all employees. We ensure employment decisions are made solely on the basis of merit, taking into account relevant skills, qualifications, experience and ability and without bias or prejudice. Further information can be found within our Code of Conduct Policy, which is also on our website.
Employee Assistance Program
To support the health and well-being of our employees, we continue to offer an Employee Assistance Program (EAP). Our EAP is provided by Optum, a global and independent organisation that specialises in coaching and counselling services.
The confidential EAP is available 24/7 and is free for all IMDEX employees and their immediate families.
Key Achievements for FY19
Our human resources (HR) team delivers critical HR initiatives to ensure our company embeds operational HR best-practice.
These initiatives formed the pillars of our three-year HR Strategic Plan and the key initiatives for FY19 are summarised in the graphic below.
IMDEX's New HR Information System
The first phase of People HUB – a user-friendly digital platform to centralise and simplify all things HR at IMDEX – was successfully launched on 8 July 2019.
The platform provides significant benefits to our company and will help us efficiently manage our teams. Future phases will include performance management, recruitment, onboarding, succession planning and development.
IMDEX Vital Behaviours
During FY19 we introduced four vital behaviours as part of our global performance review and to execution of our growth strategy. Research has demonstrated that these behaviours are differentiators and when adopted and used willingly, underpin engagement and highperformance.
We speak up:
Demonstrating the courage to deal with difficult situations, issues or behaviours. Everyone is encouraged to Speak Up with confidence and respect.
We demonstrate respect:
by treating every colleague, client and supplier with respect 100% of the time. Creating psychological safety and making people feel valued drives collaboration and positive outcomes. It also recognises the value that different perspectives and cultures bring to our company.
We are accountable:
We hold each other accountable to meet commitments and deliver results, even under challenging circumstances.
We are engaged in decision-making:
Every employee is aware and engaged in decisions that impacts their work. The highest driver of productivity and pace is ownership over decisions.
Global Internship Program
During FY19 we launched our Global Internship Program. This Program offers undergraduates and new graduates the opportunity to work at one of our global facilities and provides a hands-on learning environment, together with coaching and mentoring opportunities.
Our initial internships programs commenced in Asia Pacific and the Americas and enrolments spanned diverse disciplines including: engineering; procurement; finance; legal; human resources; and information technology.
Levels of Work
The Levels of Work is a framework developed to support the organisation’s overall business strategy by providing clarity and definition to roles across IMDEX, ensuring consistency of approach for reward and career development. The framework will provide simplicity and clarity so that it can be easily understood and maintained.
The immediate benefits for IMDEX are primarily related to remuneration and reward. The Levels of Work help to align IMDEX with the relevant market data to ensure external competitiveness, while simultaneously facilitating a consistent approach to salaries and incentive plan eligibility within the organisation. The levels of work also provide additional structure to reporting that will benefit workforce planning and organisational analysis.
As the framework is embedded and utilised in line with the HR Strategy, it will support organisational succession planning by providing structure to define the expected behavioural and leadership competencies at each level of the organisation.