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We develop the potential of every colleague

Women make up to 74% of the total number of Tesco colleagues in Slovakia. We are happy to have so many talented women in senior positions and are determined to do everything we can to ensure that all colleagues have equal access to all positions in our company.

Transparency in remuneration

Although women and men have the same opportunities, they may not advance in their careers in the same way. This can be due to industry, organizational barriers or life choices. Comparing the average salary of all men with the average salary of all women in an organization - or a pay ratio analysis - provides a much better insight into the opportunities for women and men to advance at all levels of the organization.

We are proud that, as one of the largest private employers in Slovakia, we voluntarily publish our data on the remuneration of women and men. Measuring gender pay allows us to identify and understand the barriers to women´s career development in our company and take action to remove those barriers.

This is why we support the measurement and transparent disclosure of gender pay data by all major employers and why we want to set a positive example.

 

Measuring the differences in the remuneration of women and men allowed us to identify the three main causes of their occurrence and direct activities to the following areas:

1. On an overall scale, significantly more women than men work in our company. However, it is true that proportionally more men work in more senior, better-paid positions.In our stores and distribution centers, most of our colleagues work in positions with specific wage rates, where we do not look at who performs the work, but only at the given position. The gender pay gap is caused by the greater representation of men in positions with higher tariff wages compared to women working predominantly in positions with lower tariff wages.

2. In our stores and distribution centers, most Gender representation in better-paid professions, which are characterized by a more dominant representation of men:
some occupations in the central office, which are traditionally occupied by men, usually offer a higher salary scale. According to the latest analysis of gender differences in remuneration (Eurostat, 2019), it reaches e.g. the difference in remuneration between women and men in the field of finance and insurance is up to 31.4%. This external influence is undoubtedly reflected in the gender pay gap within our central office.

3. Career choices, family situation and lifestyle mean that the highest paid shifts (night or Sunday shifts) are more often used by men than women, despite the fact that these changes are available equally to male and female colleagues. This causes an increased average hourly rate for men, especially in stores and distribution centers.

Increasing the representation of women in management

Increasing the proportion of women in management will contribute to the elimination of the gender pay gap and ensure that our management better reflects the gender composition of our colleagues.

When we want to make a difference in leadership positions, it´s important that we have a strong, diverse talent pool to choose from when filling those positions. This will give both women and men a better opportunity to advance and get promoted.

This, of course, also applies to our external recruitment process. Recruiting colleagues at all levels – including entry-level programs such as Young Leaders and graduate programs to our directors – our candidate list will include women as well as men.

Peter Kardhordó
Peter Kardhordó
regional manager

“I admire all parents who do a great job at their jobs and at the same time have the work of a mother or father waiting for them at home. 12 successful women work in my team. I try to support them in their career growth, but also in maintaining a balance between work and private life. I am a father of two children myself, so I realize how important it is to be able to balance my work and devote myself fully to my family at the same time. I am glad that Tesco is a place where colleagues get this opportunity.”

One of the highest positions in our company are the positions of store managers, especially of large hypermarkets. According to our data, up to 78% of store colleagues are women, while 54% of store managers are women. We know that most of our managers come from our internal ranks. That is why we are convinced that we should do more to support women and their careers in the positions of store managers. We are already doing well in this regard in smaller stores, but we still have a lot of work ahead of us in our large hypermarkets.

Matt Simister
Matt Simister
CEO for Central Europe and sponsor of the Women's Support Programme at Tesco

“It is extremely important that our management understands our customers, reflects their diversity and illustrates that Tesco is a place where everyone can grow and develop their career. Tesco already employs many great colleagues. Many of them hold leading positions, but our ambition is to increase this number even more. With female role models in senior positions and by being a more flexible employer where female colleagues can grow without having to sacrifice much in their private lives, we can change this quickly. I believe we have a huge opportunity in Central Europe to stand out as a great employer of women at all levels of business, which will help us attract and retain the best talent in any market. Inclusivity and flexibility are a must for people in businesses like Tesco. I think we can learn from the pandemic period, when we saw that we can be much more efficient and flexible than we thought until then.”

The career choices of our female colleagues are also influenced by the location of the store. In Slovakia, family responsibilities or household care are statistically increasingly in the hands of women than men. Therefore, it can be complicated for them to commute or move away for work. Thanks to the dense network of our stores, we are able to offer opportunities for growth across the country. That's why we've launched a new development programme to support female colleagues in business so they can grow and reach their potential wherever they are.

Lucia Knižková
Lucia Knižková
operational personnel partner

“I have been working at Tesco for 20 years. Tesco is my first and only employer. During my tenure, I gradually went through various positions where I had the opportunity to grow in my career. Some time ago I returned from maternity leave to the position of operational personnel partner. I am a mom of three. Thanks to flexibility, work organization and great colleagues, I can easily handle work and family.”

Flexible work and friendliness to the family

Parents, especially of newborn children, as well as colleagues caring for older family members, see flexibility as an important attribute that helps them balance work with the challenges of family life and the needs of family members. We offer part-time jobs, which are currently used by 15% of parents, especially mothers returning from maternity leave. During the COVID-19 pandemic, we supported our colleagues and their families as much as we knew how, including providing flexible working hours, time off work as needed and working from home, as long as the nature of their work allowed.We are proud to have supported our colleagues in teaching their children at home. We donated 40 tablets to colleagues whose children needed it the most. In 2019, in cooperation with Green Park, a consulting company specializing in inclusion and diversity, we revised all our internal rules, processes and procedures in the HR department with the aim of improving conditions for our colleagues. The review revealed scope for creating a higher level of inclusion in our family support rules. We are proud to present a set of unique benefits and rules beyond the current legislation that will help parents manage various life situations:

Suport during maternity leave – for the duration of maternity leave (usually 34 weeks), we will match the maternity benefit to the level of 100% of the net salary.

Provision of paternity leave – colleagues are entitled to two weeks of paid leave after the birth of a child or after a child is placed in care.

Rules for adoptive parentswe will compensate adoptive parents for maternity benefit up to the net salary, but if the parent is no longer entitled to maternity or parental leave, we offer 8 weeks of paid leave to adapt to the new situation in the family.

Rules for the support of foster parents – We offer paid leave of one week to colleagues who are applying for or training to provide foster care, or for new foster parents.

Rules for granting leave for assisted reproduction – colleagues undergoing infertility treatment will be offered a week of paid leave for one treatment cycle, a maximum of three weeks.

Granting of time off in the event of the death of a child – although we sincerely hope that these rules will not be necessary, in the event of the death of a minor child (under the age of 18), we offer our colleagues two weeks of paid leave.

 

Rozália Kubalová
Rozália Kubalová
manager of Tesco hypermarket Nové Mesto nad Váhom

“Returning to work was a challenge for both me and my 13-month-old daughter. She handled the trial month in the nursery excellently and it was decided. I got back in to the position of a coach, which allowed me to better get into the "picture". Subsequently, it became easier for me to take over the position of store manager. Since my daughter is an active child, she is very satisfied in the crèche. And I am a satisfied manager at work, in the afternoon we are both looking forward to spending time together.”

Improvements in family benefits and policies give us the ability to attract and retain diverse talent within our ranks. In addition, they are also a sign of our support for those who take care of the entrusted person, mostly women. The responsibility for providing care rests on their shoulders – incomparably more than on the shoulders of men (European Commission, 2018).

Support of health and well-being

We realize that the health and well-being of our colleagues are extremely important. Especially in the last year, the coronavirus pandemic has moved them even more into the center of our attention.

We make sure that every colleague has access to free health and well-being support. Our assistance program called Dobrá linka pomoci is available to all colleagues at Tesco. The service is available 24 hours a day, 7 days a week and helps colleagues with mental and financial health issues as well as legal advice. We launched the program in May 2018, and to date colleagues have used the possibility of consultations 1,969 times, discussing various topics. 1,260 consultations related to mental health, 478 consultations to legal advice and 231 to financial advice.

Every year we organize regular events focused on the areas of mental, physical and financial health of our colleagues. In 2020, 1,350 colleagues participated in our fall webinars as part of the Buď.fit program with special emphasis on women´s health and other topics related to a healthy lifestyle.

 

Terézia Hinzellerová
Terézia Hinzellerová
manager of the employee relations team

“Last year, the Buď.fit program brought me a lot of inspiration on how to supplement my diet with gluten-free foods and foods, which, by the way, are part of our Tesco assortment. I am glad that our company also thinks about us gluten-free people and is looking for ways to inspire us to live healthier.”