We communicate regularly about our strategy and listen to feedback. One of our most effective mechanisms is our employee engagement survey, YourSay. Last year, we received over 70,000 individual comments that help shape our future approach.
By introducing the social networking site Yammer, we encourage cross-border collaboration. More than 250,000 messages have been sent through Yammer and in the UK internal email traffic dropped by 30% since the system was introduced. In 2016 we will further improve company-wide communication with the rollout of a new SharePoint site.
We are also committed to constructive relationships with recognised, independent trade unions around the world, ensuring on open dialogue and early consultation on any changes affecting our people. In the UK, we partner with Unite, who cover collective bargaining on behalf of non-managerial colleagues whilst The Management Association (TMA) represents managerial staff.
For more information about one of our initiatives in Ireland, our Employee Assistance Programme, click here.
Training and development
We believe in a culture of high performance and provide continuous development to help our people expand their skills.
As such, we run three global, high potential talent programmes: Fast Track, Senior Talent Acceleration and the Executive Development Programme. Participants have the opportunity to strengthen their capabilities and develop their leadership styles as well as get a unique opportunity to network with talented peers across a wide range of functions and locations. Our Technical Academy supports specialist expertise around the world, providing technical training for underwriting, claims and actuarial colleagues.
In 2011 we became one of the first insurance companies to establish an apprenticeship programme, giving young people the opportunity to develop business skills without the need for higher education qualifications. To date, we have trained 35 apprentices in our UK underwriting business.
Our online training hub, Learning Zone, hosts thousands of resources in multiple languages for our global workforce. We continue to evolve and invest in the platform and plan to introduce user-generated content, video learning clips and a new approach to mandatory training in 2016.
Diversity and inclusion
We are committed to embracing and encouraging diversity. From a business perspective, a diverse workforce generates significantly higher earnings and multicultural networks promote creativity and drive growth. We are raising awareness of the benefits diverse perspectives bring and encourage all colleagues to complete our Diversity and Inclusion online learning module.
Our customer base is extremely diverse and it is important our organisation reflects this. Through our recruitment strategy, we not only look for technical capabilities but behavioural qualities too. Along with searching outside the insurance sector, we believe this approach has brought fantastic people into RSA who challenge us to think and act differently.
It is encouraging to see a significant number of gender networking groups now set up across the business, providing supportive new relationships and helping achieve career goals.
Health, safety and wellbeing
Encouraging a healthy workplace is important to us. We want our people to enjoy a balanced lifestyle featuring physical activity, peer-to-peer collaboration and flexible working in a safe environment.
Health and safety forms part of our Operational Risk Management framework and our Human Resources team owns and develops the relevant policies, as well as looking after workplace safety. Day-to-day health and safety management varies by site, although every site has at least one Health and Safety Coordinator. All our colleagues receive mandatory training on the topic.
Many of our employees have time-demanding responsibilities outside of work. Our range of flexible working patterns help them find a balance between life and work commitments.
All our policies and procedures comply with regulations and we endeavour to support colleague wellbeing through various, local initiatives.
For example, our Latin American offices organised an inspirational Work Life Balance programme in 2015. Each country planned events and over the year, all 1,500 colleagues took part in at least one activity – from sushi classes in Chile to basketball tournaments in Colombia, fruit days in Uruguay and the inaugural Insurance Soccer Championship in Brazil.