To grow a future-fit business, we must employ and invest in people who share our brand purpose, values, and passion. Our Employee Value Proposition aims to nurture a unique employee experience, enabling us to attract, develop, and retain the talent needed to deliver on our strategy.
The Group’s people strategies emphasise a differentiated people experience that will enable a differentiated customer experience. The strategies vary according to regional context. Woolworths considers the broader African socio-economic context in which the organisation exists, and our people live. Country Road Group focuses on the right culture and optimised processes for building a strong and sustainable business.
Woolworths’ people strategy aims to empower our employees to be confident, capable, and connected by:
Country Road Group’s people strategy focuses on becoming a leading, purpose-driven employer of choice through:
There is a direct link between our people experience and our customer experience. Our people experience, in turn, is largely a function of how our employees experience their leaders. To grow our competitive advantage through our people, we focus on improving our talent processes, investing in employee wellness, and building organisational leadership capability.
The Group People Director reports directly to the Group CEO and is accountable for the full scope of human resources across our geographies. This includes our human resources strategies and the various centres of excellence. The Group People Director is tasked with implementing an integrated people strategy to drive organisational goals with effective people leadership teams across the Group.
Our people strategies are driven through the Group Exco and the Excos of our businesses, the people leadership teams, human resources forums, and town hall sessions. We focused on further entrenching our values, building leadership capabilities that align with our values, and digitising our operations. This will deliver our overall business strategy and facilitate agile communication with our staff.
From a talent management perspective, our Group talent forums are embedded as part of our Group talent practices. The forums focus on senior management across the Group to attract, inspire, develop, reward and retain the best talent.
Our Inclusive Justice Initiative (IJI) seeks to inspire practices and foster a culture that advances dignity, freedom, and equality for our employees and communities – leaving no one behind.
We are committed to addressing and eliminating inequality, marginalisation and discrimination through our policies and practices, entrenching an Inclusive Justice ethos as we do business. The IJI is opposed to racism and gender-based violence. It promotes gender equality, LGBTQIA+1 rights, reconciliation, social and community development, fair and responsible pay, economic inclusion, and indigenisation. Empowering women is a key theme.
1 Lesbian, gay, bisexual, transgender, queer, intersex, asexual, plus any other gender identities.
More information on the focus area and our performance thereon can be found in our annual Good Business Journey Report
