Our diverse global workforce is our most valuable asset. Every day, our employees help our customers work more effectively and make critical decisions. To deliver on our business strategy, we continually drive a culture of high performance and accountability that attracts, develops, and retains the best talent.
Learn more about career opportunities at Wolters Kluwer on our global careers site.
To ensure we engage our talent, we listen through our employee engagement survey to make Wolters Kluwer an even better place to work. Our level of employee engagement is very strong, and the recent survey indicates it is getting even stronger. Our employees indicated that they feel respected, have pride in the company, live our values, and remain confident in our future and our leadership. They also feel we change and adapt among our immediate workgroups, while we need to get better at anticipating and reacting to change overall. Our employees also look for more opportunities to develop and advance, and a stronger link between the work they do and the rewards they receive.
In response to our engagement survey feedback, in January 2017, we launched a single global performance management and learning approach supported by the expansion of our talent management system.
To create a stronger link between the work our employees do and the rewards they receive, we aligned 95% of our workforce to a common remuneration cycle to integrate performance management and remuneration processes and decision-making.
Leadership and diversity
Through the annual talent review of our leadership, we understand the skills, capabilities, and career aspirations of our talent. This strengthens our leadership pipeline by ensuring succession plans are in place for our most business-critical roles. To support our leadership growth, we offer a wide range of leadership development programs. We are a diverse company. As part of our values and business principles we articulate the importance we place on our diversity and believe it is one of the factors that sets us apart from many of our peers. As such, we aim to create equal opportunities for all employees, regardless of personal background, race, gender, nationality, age, sexual orientation, physical disability, or religion.
Case study: Be Well
Our Company's Be Well program includes a health improvement component. This program is designed to help employees get fit, reduce stress, and increase energy levels. Be Well offers a variety of programming to address the whole person, including on-site health screenings and flu shots, and health improvement challenges to encourage year-round engagement. A team of employees at each location serves as local ambassadors to the program. These well-being champions promote and support the national Be Well programs as well as help foster the culture of well-being at their own location through local events and programs. Over 4,400 employees and eligible spouses participated in at least one well-being activity during the May 2016-2017 well-being year. In 2017, 2,048 employees participated in 10K-A-Day, a 12-week walking challenge where participants were encouraged to log 10,000 steps a day, the recommended number for optimal health. Employees exceeded one billion steps and Be Well donated $5,000 to the American Red Cross, which provides emergency relief to victims of disasters.
More information available in our Sustainability Data document.
Interested to join our team? Visit our global careers site.