Treating people with dignity and respect at work is a guiding principle at DOF.
We value and promote diversity, equity and inclusion (DEI) in every aspect of our business. Diversity strengthens our culture and when we demonstrate it clearly, it creates a sense of belonging and safety for everyone in the organisation. In addition, a more diverse and inclusive workforce can lead to greater innovation, creativity, and critical thinking, as well as higher productivity. We use recognised programmes and pathways to deliver this strategic commitment.
Our purpose.
At DOF, we are guided by principles of fairness and respect where we expect all employees to be treated equally regardless of age, sex, race,disability, political, religious or sexual orientation / preference, or national origin. Our core values work together to create a physically and psychologically safe, inclusive and inspiring workplace. Diversity and inclusion itself, strengthens our team, improves decision making, and supports sustainable value creation for our people, clients and other stakeholders.
Our objective.
The People and Organisation strategy is designed to overcome barriers to inclusion and equality, attract and retain talent, and ensure that both DOF and its people possess the competencies required to meet the demands of emerging markets and evolving technologies. Our stated objective to 'promote DEI in every aspect of our business’ is achieved through focused initiatives:
- Diversity in leadership programmes.
- The employee value proposition is developed to expand our talent pool and attract a diverse talent pool.
- Inclusive recruitment practices and ongoing unconscious bias training help us reach a broader talent pool.
- We build a culture of inclusivity through awareness, learning, training and engagement programmes.
- We research and monitor our employees’ experience of DEI in the DOF Group, identify areas of improvement, through the Global Employee and other pulse surveys.
- We create a psychological safe work environment and reinforce the zero-tolerance of harassment, generate campaigns to increase awareness of what with constitutes harmful behaviours.
- Promote high visibility for the Ethics Helpline. A robust ‘feedback loop’ is an essential tool in a compliance culture. DOF introduced the ‘ethics helpline’ in 2018 to give all stakeholders a 24/7-hour accessible tool to report serious concerns in anonymity. Other reporting channels and methods are available to promote a ‘speak-up’ culture.
