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shareholder return together with our cultural values.
A. Equality and diversity
easyJet is a committed equal opportunities employer.
Our policy aims to ensure that no job applicant or
employee receives less favourable treatment on the
basis of their age, colour, creed, disability, full or part
time status, gender, marital status, nationality or ethnic
origin, race, religion or sexual orientation.
At 30 September 2007, easyJet employed 5,674 persons
(2006: 4,859) as set out below:
32 easyJet plc
Annual report and accounts 2007
B. Training and development
easyJet is committed to providing high quality training
to support the safe operation of the business, and
the cultural and personal development of our people.
During the year, the easyJet Academy training facility
accommodated the ongoing development of
approximately 5,500 pilots, cabin crew, contact centre
and management and administrative staff, along with an
additional 2,558 people passing through our recruitment
and assessment centres. Notably, all cabin crew and
pilots have received training this year on how we can
continue to live and breathe our brand proposition of
“low cost with care and convenience” in everything we
do with our customers.
Employee induction
Over 1,850 new people joined easyJet through the
year. In addition to our already well-established and
thorough induction training programme for crew, our
new employees to Management and Administration
functions experience a robust three month induction
process. easyJet wants new people to the organisation
to settle in as quickly and efficiently as possible, and
continues to follow these processes to ensure that
this happens.
Management development
Over the past year we have introduced a leading edge
portfolio of management development offerings to
support our managers in further developing their own
capability and that of their people. We have partnered
with leading schools such as Ashridge School of
Management and London City University to ensure
our managers get high quality support in developing
their skills and have made available a wide range of
electronic learning media to provide our people with
greater flexibility and choice in how they go about
their learning.
Talent management
Our talent identification and succession planning
process is now entering its second year of execution.
The process is well embedded and our leaders
continue to invest considerable time in identifying high
potential individuals and planning activity so that we
retain a pool of talent internally on which we can draw
as key roles become vacant or new roles are created.
C. Employee information and consultation
easyJet is committed to ensuring high employee
satisfaction and engagement levels. One way in
which we achieve these high levels of advocacy and
engagement is our underpinning cultural values and
how we work with our people through informing
and consulting with them. Our flat management
structure enables us to communicate directly with all
our employees, this year we have restructured our
operational function to give further clarity to the
business and our employees around their responsibilities.
One of the key improvements was to establish Cabin
Services as a focused department within the new
operations team with its own dedicated functional
leader. We are keen to consult and inform our
employees on business issues and a number of forums
exist, for example easyJet’s business forum, which
focuses on consultations with employees on company
wide issues.
We aspire to work in partnership with our trade
unions, those recognised include UNITE and BALPA
and we value the importance of working strategically
with these organisations. One of the highlights of these
good working relationships was the two year pilot pay
deal which was agreed this year. easyJet has lost no
days to industrial action during the year. In addition we
have joint working groups actively engaged in improving
lifestyle related matters for our crew such as rostering.
We survey opinion directly with all our crew members
to take temperature checks on how we are
progressing and how their needs are changing.
easyJet has a clear communication strategy which helps
us to inform all our employees across Europe about
business achievements and goals. The publication “Fresh”
is a good example of this. Each year we give all our
employees a copy of “Flight Plan” our business strategy.
We are continuing to develop our online employee
　
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