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Engagement, inclusion, and diversity
Measuring engagement
Engaged employees are happier, serve our customers better, are more likely to stay and are key to our success. Information on the key drivers of employee engagement at Action is crucial to identify areas for improvement. In addition to our bi-annual engagement survey (Voice of Action), we have added new engagement surveys to generate more targeted insights and ensure we continuously listen to our employees.
Implementation of the 2021 survey's action plans continued in 2022. In Belgium and Luxembourg, for example, employee internal growth potential and exceptional performance were made recurring topics during weekly meetings with Regional and Store Managers and in conversations with individual employees. In France, a risk prevention training was developed for Store Managers and Assistant Store Managers after the survey showed that safety at work could be improved. We will carry out the next survey in 2023. Our objective is to outperform the retail benchmark on engagement and employee net promotor score (a score showing the extent to which Action employees promote Action to others as an employer).
Valuable interaction
Based on the outcomes of the Voice of Action survey, Senior HR advisors and Area managers facilitated roundtables with employees to gather their observations from the field and give them more information about Action’s strategy in France for the coming years. These sessions took place in different areas in France and resulted in valuable conversations and discussions between employees and the management team.
The start and end of a contract with an employee are key moments for gaining more insights. We implemented our first onboarding survey in October 2022. It gathers data among new joiners after their first weeks at Action. It also includes measuring engagement and the employer net promotor score. The exit survey was introduced in March 2022 to investigate turnover reasons, engagement, and the employer net promotor score among leavers. Both surveys are operational in all Action countries. The results of both surveys are analysed and followed-up both on country and international level to make sure we further improve our working environment and employee experience.
Onboarding and exit survey
Action Scholarship Fund
Our Action Scholarship Fund was founded in 2017 to help employees pay for their children’s education if they cannot afford it themselves. We have piloted extending the fund's scope to not only cover tuition, but also costs for other education-related activities. For example, in Poland support was provided for children to attend educational summer camps. In total, we awarded 30 Scholarships in 2022.
We provide a welcoming working environment where people can be themselves, regardless of their education, gender, age, sexual orientation, religion, ability or background. At Action, we give people the chance to start their careers, make a change or reintegrate into working life. Our workforce reflects the diversity of our customer base. We are particularly proud that across our stores, distribution centres and offices, we had employees representing 136 nationalities in 2022. To raise awareness and encourage a diverse and inclusive culture, the Top 200 management were part of an exercise at the 2022 Action masterclass to create awareness on inherent biases in decision making.
In 2022, we interviewed women in senior leadership roles to identify the strengths and improvement areas they identified for working at Action as a woman in management. This resulted in several concrete follow-up actions identified for 2023. We have developed a Diversity, Equity & Inclusion (DE&I) statement, which will be published and embedded in our key People processes in 2023. In addition, we have created training courses and organised DE&I events to avoid bias in recruiting.
Fostering diversity
Back to People
Measuring engagement
Back to People
Action Scholarship Fund
Our Action Scholarship Fund was founded in 2017 to help employees pay for their children’s education if they cannot afford it themselves. We have piloted extending the fund's scope to not only cover tuition, but also costs for other education-related activities. For example, in Poland support was provided for children to attend educational summer camps. In total, we awarded 30 Scholarships in 2022.
We provide a welcoming working environment where people can be themselves, regardless of their education, gender, age, sexual orientation, religion, ability or background. At Action, we give people the chance to start their careers, make a change or reintegrate into working life. Our workforce reflects the diversity of our customer base. We are particularly proud that across our stores, distribution centres and offices, we had employees representing 136 nationalities in 2022. To raise awareness and encourage a diverse and inclusive culture, the Top 200 management were part of an exercise at the 2022 Action masterclass to create awareness on inherent biases in decision making.
In 2022, we interviewed women in senior leadership roles to identify the strengths and improvement areas they identified for working at Action as a woman in management. This resulted in several concrete follow-up actions identified for 2023. We have developed a Diversity, Equity & Inclusion (DE&I) statement, which will be published and embedded in our key People processes in 2023. In addition, we have created training courses and organised DE&I events to avoid bias in recruiting.
Fostering diversity
The start and end of a contract with an employee are key moments for gaining more insights. We implemented our first onboarding survey in October 2022. It gathers data among new joiners after their first weeks at Action. It also includes measuring engagement and the employer net promotor score. The exit survey was introduced in March 2022 to investigate turnover reasons, engagement, and the employer net promotor score among leavers. Both surveys are operational in all Action countries. The results of both surveys are analysed and followed-up both on country and international level to make sure we further improve our working environment and employee experience.
Onboarding and exit survey
Valuable interaction
Based on the outcomes of the Voice of Action survey, Senior HR advisors and Area managers facilitated roundtables with employees to gather their observations from the field and give them more information about Action’s strategy in France for the coming years. These sessions took place in different areas in France and resulted in valuable conversations and discussions between employees and the management team.
Implementation of the 2021 survey's action plans continued in 2022. In Belgium and Luxembourg, for example, employee internal growth potential and exceptional performance were made recurring topics during weekly meetings with Regional and Store Managers and in conversations with individual employees. In France, a risk prevention training was developed for Store Managers and Assistant Store Managers after the survey showed that safety at work could be improved. We will carry out the next survey in 2023. Our objective is to outperform the retail benchmark on engagement and employee net promotor score (a score showing the extent to which Action employees promote Action to others as an employer).
Engaged employees are happier, serve our customers better, are more likely to stay and are key to our success. Information on the key drivers of employee engagement at Action is crucial to identify areas for improvement. In addition to our bi-annual engagement survey (Voice of Action), we have added new engagement surveys to generate more targeted insights and ensure we continuously listen to our employees.
Engagement, inclusion, and diversity
Back to People