Key areas of progress include:

  • A Digital Identity for all employees, enabling access online information, digital collaboration tools and self-service applications through professional devices
  • Increased internal mobility across the Group, with 48% of overall hirings filled through internal mobility
  • Global framework to adapt physical workspaces to meet contemporary working styles, fostering collaboration, creative thinking and space optimisation
  • Provided more visibility on CSR activities with strong support given to employees for local initiatives
  • Increased learning offer through a Global Learning Management System, accessible to all employees. Topics include digital upskilling and training in languages, products and leadership.
  • Pushed a Learner-centric experience through diverse learning styles: online, blended and social learning

Richemont has identified the following key areas for improvement and will be focusing on these as part of the 2020 CSR Plan:

  • Ensure a competitive benefits offer including increased maternity and paternity coverage worldwide
  • Rolling out of a global Employee Assistance Programme to further support employees’ well-being
  • More transparent communication delivered through online, total-rewards dashboards for each employee
  • Further enhance collaboration through a structured approach of deploying a social enterprise network within the Group
  • Define Diversity & Inclusion initiatives in line with local requirements
  • Successfully measure Employee Net Promoter scores as well as Engagement data and correlate with existing data sets to further support strategic objectives and client-centricity
  • Further enhance life-long employability of all employees, regardless of their position, to guarantee knowledge transfer and appropriate upskilling in line with future industry developments, including Artificial Intelligence and robotics