Download - Prudential Corporate Responsibility report 2011

21
Our principles
• We value and respect employees of
all backgrounds.
• We are committed to developing and
maintaining a diverse and inclusive
culture that rejects any form of
discrimination, harassment or bullying.
• We operate in accordance with the
United Nations’ Universal Declaration
of Human Rights, which we promote
through our employment policies and
practices.
• We believe that in order to attract and
retain the best talent, we have to excel in
encouraging, developing and rewarding
our employees.
2011 highlights
Engagement
• workingmums.co.uk ‘Top Employer
Awards’ recognised Prudential UK for its
employee engagement, and the business
was also commended for its commitment
to encouraging employees to provide
feedback on policies such as flexible
working.
• M&G was included on the
workingmums.co.uk website as a
‘top employer’.
• PPM America was named by the Chicago
Tribune one of the best places to work
in Chicago.
Diversity
• Prudential Corporation Asia continues
to be an active member of the thought
leadership network, Diversity and
Inclusion in Asia Network (DIAN).
• Jackson continued to partner with
Peckham, a non-profit community
rehabilitation organisation, to offer
employment to people with disabilities.
Performance and reward
• Almost two-thirds of our employees in the
UK own, or have an interest in, Prudential
shares through employee share plans.
• In Asia, almost a quarter of eligible
employees and 18 per cent of eligible
agents participated in employee share
schemes.
Talent management
• We created a consistent approach to our
development centres in Asia where we
identify the next generation of leaders.
• Two Group-wide Future Forum
events took place, bringing together
key leadership talent from across
the Group to network, develop their
thinking and share ideas for application
across the Group.
• Our Group-wide Momentum
programme continued to recruit
talented individuals early in their
careers and, through structured
development and role rotations,
prepare them for senior roles within
the organisation.
• The Jackson University was launched
in 2011, providing business-specific
development activities for employees
directly aligned with the business’s
objectives.
Read more about Jackson University.
• Jackson also launched its LEAP
programme, accelerating the
development of senior leaders
within the business.
• New career development centres were
implemented in the UK for middle
managers.
• M&G launched its first apprenticeship
programme with the ‘Working for Youth
Campaign’ and continued to run its
focused learning networks and active
talent programmes, including:
– The Cornerstone Programme:
developing individuals with the
potential to excel among senior
management;
– The Catalyst Programme:
aimed at more junior talent and
focused on developing them into
wider and more senior roles; and
– The Investor Development Programme:
focused on enabling investment
talent to drive investment and
business success.
• At Group Head Office, a new
development programme was
launched – Enhance – offering
employees the opportunity to hone
their skills, including development in
areas such as cross-cultural awareness
and building effective partnerships.