HBLF Equitable Workplace Recognition 2024
In 2024, the HBLF´s first-ever Equitable Workplace Recognition competition, with the help of experts from EY Human Consulting, assessed organisations´ diversity and equity efforts against an objective set of criteria. The aim of the initiative is to raise awareness of the importance of an inclusive workplace culture and to recognise companies that are leading the way with exemplary actions and measurable results.
Launched for the first time in 2024, the HBLF Equitable Workplace Recognition is an objective indicator-based assessment, which EY Human Consulting experts helped to implement by developing an objective set of criteria and evaluating applications.
Its aim is to raise awareness of the importance of a fair and inclusive organisational culture in the workplace and to encourage companies to continuously improve.
Companies' efforts were assessed against mandatory and optional questions, with 3 main categories: companies that still need to improve on actions and metrics, companies that have complied and organisations that can demonstrate outstanding results. In the "Outstanding" category, the award was given to applicants that have implemented targeted measures and use measurable, ongoing follow-up to assess these measures.
The companies that have been awarded the outstanding recognition:
- Borsodi Sörgyár Kft,
- BP Business Service Centre Kft.,
- Danone Kft.,
- Ericsson Magyarország Kft.,
- Generali Biztosító Zrt.,
- Hilti Hungária (Szolgáltató) Kft.,
- Michelin Hungária Kft.,
- Shell Hungary Zrt.,
- Tesco-Globál Áruházak Zrt.,
- Toyota Pénzügyi Zrt,
- Work Force Kft.
The winning companies:
- Gerbeaud Gasztronómia Kft.,
- Hungarikum Biztosítási Alkusz Zrt.,
- METRO Kereskedelmi Kft.,
- Művészetek Völgye Nonprofit Kft,
- Yettel Magyarország Zrt.
Among the applicants, monitoring the ratio of women to men scored the highest on average, with 21 out of 22 applicant organisations monitoring this in their company. In addition, the proportion of women in middle management and senior management positions also scored highly: 17 applicant companies currently have an equal number of men and women in middle management positions, and 15 companies had the same score for senior management positions. The monitoring of the pay gap is also reflected in the functioning of the candidate companies: 16 companies presented detailed practices in this respect. This is particularly noteworthy, as the relevant EU Directive requires companies with more than 150 employees to publish a report on their progress in closing the gender pay gap by June 2027.
The monitoring of gender gaps in the performance appraisal process and the composition of hiring committees are still less present in the daily life of companies: less than half of the companies that have applied have such practices in place. The employment of workers with disabilities and the lack of measurement of employee engagement are also areas for improvement.