Ethics and diversity

"Working together" is one of the bpost core values. It is our ambition that our employees work in an environment that promotes ethics, anti-bribery, diversity and equal opportunities. Our diversity program, our Code of Conduct and our eDiv platform (cfr. infra) help us put these values and behaviors into practice on a daily basis.

Our diversity and inclusion program aims to create awareness about this subject within bpost. Our goal is to support the bpost employees in building a culture where diversity and inclusion become a daily practice. The program focuses on engagement, awareness and involvement.

Within this diversity and ethics framework, we have several domains on which we focus in order to stimulate awareness and good practice.

First of all, there is the Code of Conduct. Our Code of Conduct applies to all bpost employees, regardless of their status or position within the organization. This document sets out what the company expects from every employee with regard to professional ethics and working together in harmony. It also stresses the active role our management must play in promoting compliance with the Code and values of bpost.

For instance, in the event of corruption, attempted corruption or active or passive participation in corruption, the company and the employee are liable to heavy fines or prison terms. The strongest disciplinary action can be taken in response.

bpost formally prohibits bribes and major gifts to be distributed, offered or accepted. These include sums of money, credits, donations, rewards and any other forms of compensation offered with the direct or indirect aim of obtaining or unduly rewarding preferential treatment in a transaction or a commercial decision. bpost may take action at any time against potential suppliers that make themselves guilty or are guilty of fraud, price fixing, invoicing services that they did not provide, corruption or attempted corruption of employees. bpost may start legal proceedings against suppliers and its own employees.

And, we go even beyond, as we have introduced since 2015, the themes diversity and inclusion in our company’s leadership model. This reference will allow us to detail the key behaviors expected of our leaders in this field.

The religion and work guidelines help leaders integrate religion on the work floor both with respect for any religion and good practices at work in order to maintain performance.

Thanks to our online learning platform “eDiv”, developed and managed by the Equal Opportunities Center, we can:

  • Gain insight into the anti-discrimination legal framework.
  • Identify, prevent and resolve potentially discriminatory situations.
  • Launch processes to manage the diversity of our teams better.

The diversity and integration workshops are organized for teams willing to invest in awareness for diversity and inclusion or that want to deal with specific topics within the diversity and inclusion framework.

bpost workforce (GRI – 401)      
2014  2015 2016   
Full time equivalents 31/12 24,263 23,382 23,178
·         Fixed term contract 465 423 282
- Male  195 184 131
- Female  270 239 151
·         Open-ended contract 23,797 22,959 22,896
- Male  16,293 15,766 15,882
- Female  7,504 7,193 7,014
Total headcounts 26,675 25,618 25,371
·         Full time 19,906 19,171 18,901
·         Part time 6,819 6,447 6,470
·         Male 17,733 17,080 17,107
·         Female 8,992 8,538 8,264
Distribution by age group
·         0-30 3,595 3,546 3,811
·         31-35 2,510 2,462 2,361
·         36-40 2,764 2,630 2,693
·         41-45 4,103 3,750 3,434
·         46-50 4,625 4,529 4,434
·         51-55 4,724 4,520 4,483
·         56 and over 4,404 4,181 4,155
Average number of temporary staff 675 767 977
Subsidiaries
·         Full time equivalent 31/12 744 760 1616
·         Total headcount 31/12 754 763 1597
Employee Turnover      
In 1,601 1,607 2,579
- Male 1,191 1,193 1,880
- Female 410 414 699
Out 3,024 2,625 2,681
- Male 2,110 1,811 1,778
- Female 914 814 903
Employee Turnover* 9.84% 8.88% 11.30%
- Male 10.09% 9.26% 11.44%
- Female 11.76% 8.08% 10.97%