Rotana Corporate Sustainability Report 2017

49 CONSTRUCTIVE DIALOGUE Mutual respect and loyalty are key attributes of interpersonal communication that enhance performance and productivity in the Rotana workplace. One of the mechanisms that Rotana adopts to achieve this is colleague performance appraisals. A discussion between managers and colleagues takes place to review achievements, provide feedback against key performance objectives, and to set the framework for continuous improvement. Our hotels use different means to ensure that colleagues are informed, kept updated and their opinion heard at all time. These include notice boards, weekly meetings, monthly team gatherings and ad hoc meetings. The senior management of each hotel engages all colleagues on different matters and seeks their feedback or concerns during round table lunches or breakfasts. The different type of meetings and gatherings are held to keep colleagues updated on priority business issues, celebrate achievements, recognise guest champions, distribute awards, and encourage colleagues to express their concerns and expectations. To complement these initiatives, the online system CHAT (Candid Honest Actual Talk) was established to facilitate a structured communication of colleagues with the company’s Chief Executive Officer and Chief Operating Officer. The CHAT has proved to be an essential and valuable tool that ensures more emphasis is placed on regular dialogue and engagement. BUILDING A BALANCED TEAM Rotana is committed to attracting and retaining a diverse and balanced team by providing an inclusive, non-discriminatory workplace which provides opportunities for continuing development for all colleagues as well as fair consideration of all applicants regardless of their gender, age, nationality, religion or any disability. The total permanent headcount in our hotels at the end of 2017 was 11,163 colleagues representing 106 nationalities. The overall gender split of our colleagues is 82.2% male and 17.7% female. The age profile also remains relatively young (50% younger than 30 years, 47% between 30 and 50 years, 3% older than 50 years). The proportion for senior managers (General Managers, department heads) is 4.8%. Rotana adheres to all local laws relating to labour rights across all countries in which it operates and we take significant steps to ensure that there are no violations of worker rights, including forced or compulsory labour, including among contractors. DIVERSITY AND EQUAL OPPORTUNITY A culture of diversity and equal opportunities is one of our greatest strengths and allows us to operate cohesively across the regions in which we have a presence. We have clear policies on equal opportunity to enhance diversity and promote inclusiveness: • All colleagues and job applicants are treated equally regardless of their race, colour, religion, nationality, ethnic origin, or gender • All properties recruit, develop, promote and reward individuals on the basis of their experience, abilities, and qualifications and in accordance with our business needs It is a strategic decision for our business to provide a workplace environment that embraces different cultures, ethnicities, genders and backgrounds. Permanent colleagues represented 100% of our workforce. Our colleagues’ managers are responsible for ensuring that the equal opportunities policy and other labour principles are adhered to within their departments. In our offices, colleagues receive mandatory training on workplace conduct and business ethics as part of their orientation onboarding programme. We encourage and promote procedures for reporting any unwelcome attitudes in the workplace. Diversity and Equal Opportunities We employ 11,903 colleagues from 106 nationalities. We employ 100% of our colleagues with full time employment contract. The overall gender split of our colleagues is 17.7% female and 82.3% male. 19.42% of our managers are women. The entry level wage of our colleagues is higher than the minimum wage in all countries where we operate with no age, gender, nationality differences. Annual audits are done by corporate Human Resources to ensure compliance with the Rotana salary scale.