Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
Share of engaged employees1 | not comparable | not comparable | not comparable | 76% | 84% |
Until 2018 PostNL measured its company-wide employee engagement through an annual survey, and only included employees with a PostNL labour agreement. In 2019, we changed our methodology and started to measure employee engagement with slightly different questions and went from annual to bi-annual measurement. Therefore, the results of our prior method is not comparable with the results of the new methodology. Due to the Covid-19 pandemic, we decided to cancel the first measurement in May 2020. Given the Covid-19 pandemic, the timing was not appropriate for our people as their main concern was health and safety. We carried out the survey in October 2020 just before the second wave of the pandemic. Based on a relatively high response rate, the improved score in 2020, both compared to the October survey of 2019 (80%) and the average result (76%), is deemed representative. More information on the scores can be found in the 'Social value' chapter.
For a large group of hired people, namely deliverers working for delivery partners, we measure satisfaction annually through a collaboration barometer. This Dutch survey provides valuable insights on where we can improve. More information can be found in the 'Social value' chapter.
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
Headcount (scope of non-financial reporting) | 41,497 | 38,965 | 37,785 | 35,721 | 40,541 |
FTE (scope of non-financial reporting) | 20,730 | 20,791 | 20,421 | 20,528 | 22,304 |
The total workforce of PostNL increased by 13.5% in 2020, while the number of FTEs increased by 8.7%. At Mail, we welcomed around 4,000 mail deliverers and 300 staff employees from Sandd and hired more than 1,000 new employees to fill the vacancies that remained following the integration. At Parcels, we welcomed additional employees to bolster the growing business. In 2020 we also hired office staff, for example to accelerate our digital transformation. For the core networks of PostNL, specific collective labour agreements (CLA) are in place for all employees. Other, smaller, entities may have different arrangements on collective labour. Based on the full coverage of all employees within our largest networks, over 95% of all PostNL employees are covered by CLA's.
The share of female employees at year end increased slightly to 49% (2019: 48%) and has been relatively stable in the past years.
The data used for compiling the employment overviews are extracted from our Human Resources systems. Headcount by gender is reported based on actual figures for all reporting entities. New hires and turnover is based on the figures for the entities included in our main Human Resources system. This includes over 90% of our headcount. The other 10% is extrapolated for the other, smaller entities.
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
Male | 22,226 | 21,049 | 19,583 | 19,299 | 18,432 |
Female | 21,022 | 20,448 | 19,382 | 18,486 | 17,289 |
Balance at 1 January | 43,248 | 41,497 | 38,965 | 37,785 | 35,721 |
Male | 6,079 | 5,694 | 6,037 | 5,359 | 7,773 |
Female | 6,469 | 6,246 | 5,249 | 4,154 | 7,667 |
New hires | 12,548 | 11,940 | 11,286 | 9,513 | 15,440 |
Male | 7,256 | 7,160 | 6,321 | 6,226 | 5,580 |
Female | 7,044 | 7,312 | 6,145 | 5,351 | 5,040 |
Turnover | 14,299 | 14,472 | 12,466 | 11,577 | 10,620 |
Male | 21,049 | 19,583 | 19,299 | 18,432 | 20,625 |
Female | 20,448 | 19,382 | 18,486 | 17,289 | 19,916 |
Balance at 31 December | 41,497 | 38,965 | 37,785 | 35,721 | 40,541 |
As a result of the integration with Sandd, we welcomed a relative high share of mail deliverers over 50 years of age. At the same time the other new hires we welcomed represents a mix in age categories. The acquisition of Sandd took place towards the end 2019, therefore the non-financial data was not reportied in the 2019 Annual Report.
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
< 30 years | 5,108 | 5,251 | 5,509 | 4,550 | 6,055 |
30 - 50 years | 4,034 | 3,799 | 3,251 | 2,842 | 4,439 |
>50 years | 3,407 | 2,890 | 2,527 | 2,120 | 4,946 |
Total by age group | 12,548 | 11,940 | 11,286 | 9,513 | 15,440 |
Male (share of total headcount) | 27% | 27% | 31% | 27% | 42% |
Female (share of total headcount) | 31% | 31% | 27% | 23% | 45% |
Total (share of total headcount) | 29% | 29% | 29% | 25% | 43% |
In 2020, the employee turnover rate slightly improved. Investments in onboarding and better coaching during the first period of employment, as well as the effects of Covid-19 on the labour market helped to reduce the percentage of voluntary turnover in 2020.
More information about developments in our workforce and examples of improvement initiatives can be found in the 'Social value, section Workforce optimisation and capacity building' chapter.
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
< 30 years | 5,883 | 5,766 | 5,048 | 4,696 | 4,170 |
30 - 50 years | 4,278 | 4,432 | 3,806 | 3,417 | 2,807 |
>50 years | 4,138 | 4,274 | 3,612 | 3,464 | 3,643 |
Total by age group | 14,299 | 14,472 | 12,466 | 11,577 | 10,620 |
Male (share of total headcount) | 33% | 34% | 32% | 32% | 30% |
Female (share of total headcount) | 34% | 36% | 32% | 29% | 29% |
Total (share of total headcount) | 33% | 35% | 32% | 31% | 30% |
Total voluntary turnover | 17% | 20% | 20% | 18% | 17% |
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
Training hours per FTE | 17 | 17 | 22 | 26 | 21 |
During 2020, we saw a decrease in the number of training hours per FTE. Operational trainings form the bulk of all training hours within PostNL. The relatively low rate of employee turnover as a result of Covid-19, combined with a decrease in early turnover (within 2 months of employment), which is as a result of more focus on adequate onboarding for new joiners, were the main drivers behind the decrease in training hours per FTE. In addition, we were limited in the amount of face-to-face trainings due to the restrictions following the Covid-19 pandemic.
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
Share of females in management positions | 24% | 21% | 21% | 22% | 23% |
Share of females in senior management positions | not reported | not reported | 25% | 27% | 28% |
Both the company-wide share of females in management positions and the share of females in senior management positions increased by 1 percentage point. Continuous focus on diversity and inclusion in our recruitment and development activities contribute to making progress on our ambition to increase the diversity and inclusion at management level.
With 43% of positions held by females, gender diversity in our Executive Committee is relatively high. We have initiatives in place, such as the Agora network and the Women Inclusion Network (WIN), to promote diversity in the workplace. In the management layer just below executive level, we continue to focus on diversity, as we aim to see the share of females in management positions better reflect the share of females in our workforce. We have specific programmes in the Netherlands that we commit to, for example to contribute to the Talent to the Top Charter. More information can be found in the 'Social value' chapter.
Year ended at 31 December | 2016 | 2017 | 2018 | 2019 | 2020 |
|---|---|---|---|---|---|
Fatal accidents | 1 | 1 | 2 | 3 | 1 |
Recordable accidents (per 100 FTE) | not reported | not reported | 4.7 | 4.2 | 4.0 |
Absenteeism (share of total working days) | 5.0% | 5.2% | 5.9% | 5.4% | 5.9% |
ISO 45001 certification (percentage of total FTE working in certified sites) | 100% | 100% | 100% | 100% | 100% |
Despite our efforts and initiatives on health and safety, we deeply regret having to report one fatal accidents across our Parcel operations in 2020 (2019: 3). One of our delivers was involved in a accident with a cyclist who unfortunately died.
The recordable accident rate has been stable throughout 2020 and slightly improved compared to 2019.
The absenteeism rate increased to 5.9% in 2020 (2019: 5.4%), which we deem to be a positive outcome considering the large impact the Covid-19 pandemic had on the health of many people worldwide. See the 'Social value' chapter for more information.
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