Our Human Capital initiatives are rooted in putting people first and promoting a culture of inclusivity, ensuring that every member of our staff, regardless of their background, is given equal opportunities for career advancement. of our people through insights from the annual engagement survey. The employee engagement survey helps us measure and gain a deeper understanding of employee sentiment related to fairness, safety, learning & development, and their connection with the Company. This feedback supports the identification of areas of improvement, enabling us to refine our value proposition. Likewise, our leaders have taken a very thoughtful and balanced approach to DEI to ensure its meaningful contribution to our organisational success, without compromising other vital business objectives. Recognising the direct relationship between diversity and business performance, measured by the profitability index and a healthy work culture, we remain committed to strengthening our DEI practices as a strategic means to enhance employee engagement and achieve company objectives. Driving innovation through diversity DEI is viewed as a powerful tool to unlock innovation, drive creativity and achieve sustainable development. It is a known fact that diversity promotes nonlinear innovative thinking, fuelling a myriad of ideas and bringing a wide range of perspectives to the table. In line with this conviction, CFSL makes significant and meaningful investments in building a gender-balanced leadership team to drive business transformation through innovation. The demographic composition of CFSL’s workforce is 24 % male and 76% female employees. Over the past years, there has been a remarkable upswing in the representation of women at various organisational levels, including management, mid-management, and senior management. These reflect the Executive Team’s strong advocacy for greater diversity and inclusion of women as an essential step towards progress and social transformation. We are proud that women at mid-management level currently account for nearly 50%, while the representation of women in senior leadership positions stands at nearly 30%. Highlighting our dedication to gender diversity, we offer tailor-made development programmes to nurture women’s leadership potential and capabilities and advance them up the leadership ladder. CSFL hosted the ‘Women Agility’ platform during the year, dedicated to recognising and celebrating women’s accomplishments. The thoughtprovoking forum brought together around eighty women to address pressing matters in their professional spheres and foster candid conversations about the challenges and opportunities that women encounter in their careers. The platform provided a space for insightful dialogue and constructive solutions, not only inspiring others, but also building a supportive ecosystem that encourages gender diversity and a sense of belonging. As we progress on this transformative journey, we reaffirm our commitment to making diversity an integral part in achieving our sustainable development goals. Achieving gender equality is a collective effort, and we appreciate the collaboration and strong support received from male counterparts to support women in ascending to leadership roles. While DEI comes with a number of challenges, the positive impact of these practices far outweighs the inherent difficulties, helping to create a workplace culture characterised by a sense of belonging, psychological safety, and career development opportunities for all team members at CFSL. OUR FOCUS is to improve the standard of living of both staff and our customers, whilst treating everyone with dignity and respect. Representation of Women of CFSL Mid Management level Senior Leadership Positions 50% 30% Women Men Gender Education 75% 25% Other B 102 1 PhD 237 M 2 7 Average years of service 1000+ Employees Employee Turnover 10.7% MUR 39 OUR YEAR AT A GLANCE OUR PEOPLE GOVERNANCE FINANCIAL STATEMENTS
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