Our People

Datatec employs over 11 000 people in more than 50 countries across the world. The Group strives to attract and retain the best talent, and recognises that it is imperative to ensure that its people are prioritised. We believe in maintaining a fair, inclusive culture; and in ensuring that our employees have optimal working conditions and opportunities for growth and development. Through Responsible Business, we create opportunities for our employees through our diversity, equity and inclusion programmes; ensuring employee wellbeing, health and safety; and striving to be a great place to work.

Datatec is an equal opportunities employer and is committed to a working environment that is free from discrimination. We recognise the importance of purposefully embedding diversity, equity, and inclusion into our ways of working across our Group. This remains a consistent, growing focus and is shaping the values that have come to define the culture of Datatec.

In FY23, in appreciation of the importance of being more deliberate in our efforts, we updated our values as Datatec Group, adding "Inclusion" as a core Group value.

Westcon International

Diversity, equity and inclusion

Westcon International's culture is built on a foundation of inclusion. The ONE Westcon programme raises awareness internally and supports in areas relating to diversity, equality and inclusion. It enables Westcon International's people to celebrate its diversity globally and ensure its employees feel included and respected regardless of their, gender, race, religion, sexual orientation, physical conditions, cultural background, or country of origin.

As a global business, Westcon International believes that through providing an inclusive environment, its employees will be motivated to make outstanding contributions and that the best environment comes from a workforce that reflects the world around us. Different ideas and perspectives help the division innovate, learn, thrive, and grow in a sustainable way. That is why the executive team and entire organisation is fully committed to creating a diverse and inclusive workplace.

Westcon International's leadership charter demonstrates individual commitment at the top of the business to diversity and inclusion, and sets the standards and expectations to be followed throughout all levels of the division. Westcon International has a commitment to:

• Drive the ONE Westcon agenda and strategic priorities
• Promote an inclusive workplace where all employees have equal access and opportunity to achieve their potential
• Promote industry leading initiatives focused on increased representation of diverse groups at all role levels
• Ensure all managers and leaders of its business undertake appropriate training in relation to diversity and inclusion
• Hold relevant business leaders and functions accountable for taking appropriate action where feedback and improvements are identified
• Celebrate and share success stories for the benefit of employees and the wider cause within the industry

Recruiting the best talent

Westcon International's strategy clearly articulates that the core strength of its division is its people. Attracting, developing and retaining the best employees across its international business will enable Westcon International to deliver its business priorities and goals.

After the effects of the global pandemic, Westcon International is committed to establishing and maintaining a hybrid working environment with remote/home working flexibility as a part of its talent retention approach in a changing world of "work is what you do…not where you do it".

Supportive environment

Employee wellbeing is a priority, encompassing physical, mental and emotional, community and social, as well as financial wellbeing. Westcon International is committed to a wellbeing vision, that will enable the division to support its employees' health and talent outcomes in order to maintain long-term performance and achieve its strategic business objectives.

Mental health awareness is a year-round focus with regular communications and events. Employee engagement is a key focus and an annual employee survey is conducted to get a better understanding of employee morale, satisfaction, and engagement. Open and honest feedback is encouraged which is fundamental to shaping Westcon International's development. Survey responses have been instrumental in setting direction for future key focus areas and ultimately make Westcon International more successful and an even better place to work.

The health and wellbeing employee resource group encourages a habitual, well-balanced lifestyle and provides support to employees. Members can share experiences and thoughts on mental health and wellbeing. Some offices have opened "calm rooms", which provide a calming, stress-free space for staff to meditate, look after their mental health, and relax. These rooms are equipped with various calming features, such as sound machines, fleece blankets, and seasonal adjustment disorder lamps.

Significant investments towards employee assistance programmes have been made in various locations. One example is provision of 24/7 telephone counselling, 365 days a year to employees and their households.

People development

Westcon International launched its new learning and development policy in the latter part of FY23, which has been incorporated into its learning and development strategy. Through equitable access to skills and development training, it is supporting and growing its pool of experts and empowering people to reach their potential. This is executed through ongoing training opportunities, leadership and development training, diversity, equity and inclusion training, and promoting employee health and wellbeing.

During the year, training budgets were increased by 25% globally. US$150 000 was invested in leadership and development training. As a people-oriented business, this training helps managers lead and support teams across the globe. By leveraging technology, and providing comprehensive guidance and support, numerous training programmes have been delivered from onboarding to leadership, cyber security to environment social governance.

Westcon International's employees come from many different backgrounds and cultures. Those differences are considered through numerous diversity, equity and inclusion training initiatives, with over 900 employees enrolled on these programmes.

Early careers

Westcon International's global "Level Up" programme is designed to attract interns, graduates and apprentices to enhance their ability to follow their chosen career path in the future. Apprenticeships are offered in the UK, Germany, France, the Netherlands, the Middle East, South Africa, Singapore, China, Taiwan and Thailand.

• The apprenticeship scheme in the UK continues to be a success within the sales team and in FY23 this was expanded into finance and HR
• For the third consecutive year, Westcon International won the CRN Award (Distributor) for Best Graduate and/or Apprenticeship Scheme 2022
• Several new interns commenced their internships at various locations in Europe
• Westcon International New Zealand has engaged with a new talent partner, TupuToa, focused on increasing the number of Mãori and Pacific leadership within New Zealand and has taken on two interns in the last 12 months from TupuToa, as well as another two interns
• Two interns in New Zealand have accepted permanent roles with Westcon International. Eleven learners in South Africa have accepted permanent roles with either WestconGroup SA or its supplier and enterprise development partners

Westcon UK – CRN Awards Stage winners.

Logicalis

Developing talent

In Logicalis, the focus on advanced technologies requires a high level of technical expertise. Its leadership teams work closely with its strategic partners to ensure that employees are trained appropriately and have the necessary accreditations. Logicalis also recognises the important role of leaders across the organisation and developed and launched a new global leadership framework in FY23. This framework will provide the direction and anchor for all leadership development programmes including talent programmes. The global leadership framework will be officially launched in Q1 FY24, having been approved by the board and global HR senior leadership team.

In the interests of its long-term sustainability and to develop and retain its top leadership talent, Logicalis has established a series of international development programmes. It also invests in the development of its technical leadership teams through a tailored programme designed specifically for leaders in our technical teams. 2023 also saw the agreement and alignment to launch a "Leadership Capability" programme which will offer leadership development and support for all leaders across the organisation. The deployment of this programme will commence in Q2.

Logicalis runs a globally aligned senior leadership talent development programme for employees who demonstrate the right mindset and capability to move into more substantial leadership roles in the future.

Continuous listening to employees

To enable Logicalis to understand what its employees think and feel about working for Logicalis, a continuous listening "Pulse" platform gives business leaders access to real-time feedback and analytics from their teams, where improvement opportunities can be easily identified in each operation, followed up by action plans which managers and employees agree upon together.

Living its values

Logicalis has a set of values and competency framework, which helps develop a common identity across all operations. It clarifies what behaviours it takes to be successful in Logicalis, and these are often used in recruitment, 360 feedback and individual performance and development discussions. Employees can also nominate each other for value awards for living the values through a "values" app. In 2023, the values were reviewed and following feedback from employees have been updated to reflect the comments received.

Diversity, equity, and inclusion

Logicalis recognises that when people from diverse backgrounds work together, the more innovative and creative that team is likely to be. It has therefore made a commitment to increase the number of women and minority groups in the division; rooted in the belief that each Logicalis employee is accountable for the continued creation of a diverse, inclusive and high-performing culture.

Logicalis'  Global Inclusion Council is a team of global leaders who drive the creation of strategic accountability and actions to help deliver diversity and inclusion objectives, provide governance and oversight on diversity efforts, and promote division-wide communication on progress. The council continues to work to identify more opportunities for Logicalis to grow and enhance its culture so all employees feel valued and can thrive.

Logicalis is invested in processes to attract more diverse candidates to facilitate diverse talent selection. It continues to roll out training programmes and courses, which include unconscious bias, the impact of micro-behaviours in the workplace, and inclusive leadership training. It has also rolled out diversity, equity, and inclusion training on various topics. A milestone for Logicalis was the launch of its first global employee resource group ("ERG"), enhancing the already established regional ERGs which support its diverse employee population across the world.

Since 2021, Logicalis has been able to achieve a significant increase in female participation in "High Potential" programmes and "Leadership" academies across the world; and the Logicalis overall female population continues to grow, as well as the number of females in leadership roles. During FY23, Logicalis increased the number of global female leaders in the division to 25% and global female representation throughout the employee base has increased to 24%.

Wellbeing

Logicalis is committed to supporting its people through every aspect of their wellbeing journeys. It encourages and supports the cultivation of good health habits, the achievement of clarity and balance, and opportunities to stay connected to each other and with our communities.

In FY23, Logicalis executed a "Logicalis Wellbeing Programme", with a focus on supporting employees' physical, mental and emotional, community and social wellbeing. The programme was launched with a "Logicalis Global Wellbeing Challenge" and resulted in US$44 000 raised for the Ukraine charity Concern.

Internships

Each Logicalis US region identifies two projects focusing on 50% female beneficiaries, beneficiary representatives of its regional ethnic diversities, and opportunities for employee volunteerism. Through a new internships programme, Logicalis US will encourage the sourcing of women and diverse candidates for its five internship roles.

Logicalis UK continues to support its apprentices who joined in FY23. One apprentice completed their apprenticeship with a distinction towards the end of FY23 and has since been offered a permanent contract.

In FY24, Logicalis UK will continue to support four apprentices across marketing and sales. It plans to relaunch its "STEM in the UK" initiative and get more programme uptake. It also plans to launch the programme in Channel Islands and Ireland.

Logicalis Spain has signed agreements with many of the most prominent universities in Spain for hiring interns and promoting their professional careers.

Logicalis Latin America

Logicalis Latin America's Level Up Programme was launched in February 2023. Training of black people who have already taken a professional or technical course in IT and are looking for better job opportunities was prioritised. In addition to offering training in IT, the programme leverages their employability and feeds the pipeline for potential candidates for Logicalis Latin America.

Logicalis Brazil launched an internship programme in FY23, filling 30 vacancies, the first year in which more women were hired than men. In all, 17 women and 13 men were hired from the most diverse technology centres throughout Brazil.

Unconscious bias training is mandatory for all new hires in Brazil with a focus on sensibilisation and education. Brazil has three affinity groups, LogiWomen, LogiBold and LogiPride which focus on sensibilisation, education, and offer a safe, inclusive and diverse environment. Logicalis Brazil has also held various virtual panels to increase diversity, equity, and inclusion perspectives.

Logicalis Latin America also offers an employee assistance programme which offers expert support (phone, app or website) to employees and their families for psychological, emotional, social, financial, legal and nutritional issues.

Logicalis Latin America launched its "Gympass" initiative in February 2022. This benefit improves and encourages physical and mental health for its employees. An in‑person health event was also held at its offices to measure blood pressure, perform bioimpedance and offer nutritional guidance.

In FY24, diversity, equity and inclusion and employee wellbeing plans include continuity of the current initiatives such as unconscious bias training, LGBTQIA+ affinity groups, internships and the Level Up programme, the employee assistance programme and health initiatives.