Inclusive Project "MTS is a company for everyone"

Federal project (regions of company's presence)

IT and Telecommunciations

S

From 2019 to present

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The need for expert dialogue with inclusive groups to realize competitive advantages within the framework of the MTS Customer Lifetime Value business strategy, focused on introducing a customer-centric approach to all stakeholder groups

The state of the labor market in the Russian Federation is a shortage of personnel, especially in mass positions

Implementation of the MTS Diversity, Equality and Inclusion Policy

Goals:

Providing an inclusive environment and culture that allows the company to draw on a wider range of employee backgrounds, experiences and perspectives to meet the social needs of society and business.

Targets:

Attract target categories of employees, reduce the cost of filling the vacancies. Provide a set of measures to change HR processes to attract candidates 50+, young professionals, people with disabilities with further employment in the MTS ecosystem, training, socialization and adaptation.

Ensure increased engagement within teams of different ages by creating an inclusive corporate culture as a whole and creating equal opportunities for all employees*

Strengthen the image of a socially responsible employer with a developed corporate culture and a tolerant attitude towards special groups of employees through the implementation of a set of measures for socialization, training and adaptation of DEI groups.

Inclusive groups:

Candidates and employees 50+;

People with disabilities;

Young specialists without working experience;

Other groups of candidates and employees who require special approach and adaptation.

Broad business community

In order to attract the selected target category of employees, the following measures were implemented:

1. Adaptation of the MTS career website https://job.mts.ru/ for people with special needs (older age, disabilities, candidates without working experience). Selecting filters such as flexible work schedules, shortened working hours, etc. Increasing the variability of working conditions increases the number of candidate responses to the offered vacancies.

2. New internal application forms have been introduced to the HR service: in addition to the standard requirements for candidates (gender, age, work experience, competencies, etc.), a new field has been added: “We are ready to consider candidates over 45 years old.” This allows you to create a pool of vacancies for which a search for age candidates can be opened.

3. Comprehensive training was conducted for managers on the topic “Managing a team of different ages: selection, training, motivation,” and for employees – “Features of working in a team of different ages.” Completing the training contributed to the creation of a tolerant environment in work teams and the most comfortable adaptation of employees 50+ to them.

In order to take advantage of the advantages of mixed-age teams, the following activities have been implemented:

4. In regions where there is a need for personnel for mass positions, an advertising campaign “MTS is a company for all ages” was carried out in order to organize the recruitment of older employees into the MTS retail network and contact centers.

The models for the advertisement were MTS employees aged 45+. The image advertising campaign received a broad positive response, which caused an increase in loyalty to the brand as a whole and high results in hiring for mass positions in target regions.

5. A campaign was carried out to create a culture of inclusion and diversity to overcome stereotypes regarding older workers. A video has been prepared for internal and public use in which employees 50+ talk about themselves, their values ​​and limitations.

6. On a regular basis, MTS volunteers conduct master classes on financial literacy and mobile security for older people.

In order to ensure increased engagement within teams of different ages by creating an inclusive corporate culture, the following activities were implemented:

7. The Diversity, Equity and Inclusion Policy has been adopted. The policy is the institutional basis for creating an environment of diversity and inclusion in MTS. The main goal of implementing the policy is to strengthen the company’s commitment to principles that ensure equality, tolerance, respect for the individual and fairness in relation to its employees, clients, partners, and other stakeholders.

8. In order to popularize the DE&I agenda in society, MTS held 5 round tables in 2022-2023 on the topic “DEI Practice: The View of Business and Society” in Krasnodar, Nizhny Novgorod, Kazan and Samara. Participants: more than 200 representatives of regional business communities, NGOs involved in inclusion, central public centers, government agencies, and the media.

9. MTS initiated a discussion of the topic of supporting inclusive communities on the federal business agenda, becoming a partner in a series of key federal business events. This made it possible to involve a larger range of stakeholders in the discussion of this issue and increase the expertise of the discussion.

10. MTS signed the National Inclusive Agreement and joined the ASI project “Open to All”, the goal of which is to create an inclusive business community and implement an accessible environment. As part of joining the agreement, MTS is developing DE&I projects in the territories where it operates.

Hiring and Onboarding Inclusive Teams

Quantitative results:

25% increase in the share of employees 45+ in MTS Group

8% - reduction in the price of closing a vacancy

Qualitative results:

- overcoming the shortage of personnel in mass positions; creating conditions for the development of targeted products for the age category of the population

- knowledge of the specifics of working with older candidates, familiarity with technologies for assessing inclusive candidates and, as a result, expanding the company’s capabilities to fill vacancies

Engagement and creating an inclusive culture

Quantitative results:

+17% - increase in the satisfaction index of clients 45+ years old with company services received in departments where employees of the same age group work (analysis of the work of pilot teams of different ages).

The loyalty and engagement of employees in the 50+ category is 15% higher than the average for the company as a whole.

10,000+ representatives of older age categories received financial and mobile literacy training from MTS volunteers in the Russian Federation and the Republic of Belarus

Strengthening the image of a socially responsible employer

Quantitative results:

70% of MTS employees have a positive attitude towards the company’s employment of representatives of older age groups and people with disabilities

54% of department heads are ready to hire people aged 50+ to their company

Qualitative results:

- high willingness of employees to be ambassadors of an inclusive culture and tolerant attitude towards special groups of the population, transmission of this culture inside and outside the company;

- reducing conflict situations in teams of different ages, eliminating cases of “squeezing out” young and older workers from teams and, as a result, reducing staff turnover

Implementation of a comprehensive cooperation program with the Center for Significance

Quantitative results:

+20% - average annual total increase in the number of employees hired for mass positions through Employment Centers during the project period.

5,000 candidate profiles in the hiring funnel through Employment Centers during the project period

3,000 candidates were trained in modern employment formats, conducted as part of the cooperation between MTS and the Central Employment Center.

1000 specialists, heads of regional divisions of the Center for Public Health and public relations services were trained on the topics: “Theory of Generations”, “Managing a Team of Different Ages”, “Principles of Inclusion and Diversity”.

Qualitative results:

- overcoming the shortage of personnel in mass positions; creation of a regular channel of interaction with Employment Centers in the regions of the Russian Federation

National Goal "Decent and effective jobs and successful enterprise"

National Goal "Conditions for self-fulfillment and the unlocking of talent"

National Project "Demography"