Within the period of company social accountability and sustainability, we’re proud to take the lead and contribute to a extra sustainable future. The primary Hostinger Sustainability Report is out, exhibiting our present state and journey towards sustainable growth and commitments.  

Why Is a Sustainability Report Wanted? 

We’re wanting to embrace sustainable practices and contribute extra constantly in that route, beginning with our Sustainability Report. It outlines the place we at the moment stand and the way far we’ve come, identifies areas that want extra consideration, and displays our plan to handle them. 

The Sustainability Report offers a broad set of details about the corporate that helps customers make knowledgeable choices. As for the corporate, it allows us to satisfy the rising expectations of our stakeholders, will increase transparency, opens doorways to new alternatives, and helps to draw and preserve expertise. 

Amongst varied points of sustainability, one outstanding thread on this report is gender stability, underlining our dedication to fostering an equitable office.

Range and Inclusion 

In response to the newest knowledge, solely 18.9% of individuals working within the ICT sector in Europe are ladies. In the meantime, we’re proud to say ladies make up 43.9% of our group, retaining us on the forefront of our business. Let’s have a look at the way it was achieved and what constructive outcomes it’s bringing to our firm and its folks.

Many researchers agree {that a} various worker base permits corporations to attain higher outcomes. To empower our group members for achievement, we’re cultivating a various work setting the place equal alternatives are accessible to all, no matter location, gender, or cultural background. At present, we now have group members throughout 45 international locations and counting. 

Rūta Grigaliūnaitė, Sustainability Supervisor at Hostinger, explains that variety on the firm stage is tracked in a number of methods: 

• Recruitment sort
• Employment nation
• Age
• Management place
• Seniority
• Wage distribution 

Progress on inclusion and equal alternatives can also be monitored by way of periodic inner evaluations and workers surveys. 

“With monitoring, we intention to investigate the present scenario and assess what motion plans is likely to be related to enhance it. The most recent out there knowledge exhibits that ladies maintain 26.5% of government, senior-level, and administration positions in S&P 500 corporations. In response to our latest knowledge, 56.4% of males and 43.6% of girls are in administration positions. We’re joyful to surpass the market customary and that our administration positions replicate our total workers pool,” shares Grigaliūnaitė. 

What Means Are Used? 

In response to Grigaliūnaitė, the administration of equal alternatives is consistently strengthened, and there are a number of means to try this:

• Equal Rights Coverage – defines the rules, establishes monitoring procedures, offers measures for stopping violations, units pointers for investigating them, and descriptions the results. 

• Open-Door Coverage – encourages communication and suggestions. Moreover, common workers surveys and conferences enable staff to voice their ideas and issues. 

• Whistleblower channel – prevents unethical and unfair habits within the firm. It permits all staff and third events to share details about critical and illegal wrongdoing.

In response to Grigaliūnaite, the corporate additionally acknowledges the significance of compensation and profession alternatives in creating office equality. Because the pay hole between ladies and men stays excessive within the IT subject, our intention is to alter this. 

“Complete Wage Philosophy guides all managers in evaluating their direct experiences’ salaries primarily based on varied components. Like how an worker’s habits is aligned with 10 rules, the contribution the worker makes, and the skilled competencies they’ve mastered”, explains she. 

Going Past the Trade Common

Rūta Katilauskaitė, CS Folks Companion at Hostinger, says that crucial half is eliminating the concept that ladies are inferior to males and focusing the dialog on folks’s capabilities and cultural match. She assures that Hostinger has a wholesome gender stability within the group, which exceeds the norm of our business.

“Two examples come to thoughts: the Bar Raiser Initiative, which helps to make sure candidates are evaluated by way of a non-biased opinion. And the Efficiency Analysis Kind, the place the group members are evaluated by way of our rules as a substitute of private evaluation. 

Each group member ought to consider in equality, act instantly when equality is just not factored into the decision-making course of, and go the additional mile the place attainable. If we need to be ambassadors of variety sooner or later, we’d like extra public conversations about these subjects,” identifies Katilauskaitė. 

Rūta not too long ago participated within the Range Talks panel dialogue, the place she proudly shared her insights, in addition to private {and professional} challenges that gender biases create. 

Simply the Starting

Each Grigaliūnaitė and Katilauskaitė see many benefits in reaching gender equality, because it not solely ensures the well-being of staff but in addition helps the corporate thrive in a aggressive setting and obtain nice outcomes. This enables to harness the abilities and views of all staff, which inspires studying and innovation, enhances problem-solving expertise, and creates a extra dynamic working setting. 

The Sustainability Report has given us invaluable insights into our present state and progress towards sustainable growth. It’s important to acknowledge that the journey towards sustainability and gender stability is an ongoing and evolving course of that must be maintained and accelerated. As we transfer ahead, might this step be an encouragement to maintain taking motion and setting an instance within the business. 

When you’re prepared to hitch our group, take a look on the open positions we’re at the moment hiring for.