As a responsible global employer and a supporter of UN SDGs 3 and 8, GrandVision is active in a variety of communities. And we strongly believe in equal opportunity, an inclusive workplace and diversity among our employees.
Our inclusion and diversity principles are reflected in our Anti-discrimination and Equality Policy, which you can find at GrandVision.com. By fostering a culture of respect and openness, we aim to create and maintain a safe environment for employees to communicate openly and respect each others' perspectives while preserving a flexible work-life balance. We strive to make our workplaces free of discrimination, harassment and victimization on the basis of (among others):
- Gender, sexual orientation, gender reassignment
- Marital or civil partnership status
- Race, color, nationality, ethnic or national origin
- Hours of work
- Religious or political beliefs
These principles are overseen by our global Vice President of Human Resources and are key for all of our people-related operations such as recruitment, talent management, compensation, training and development, and employee retention.
Our Global Human Rights Policy
We are committed to business practices that do not infringe on human rights. They align with international standards of responsible business conduct. These include the Universal Declaration of Human Rights, and the International Labor Organization’s Declaration on the Fundamental Principles and Rights at Work.
Our Global Human Rights Policy sets standards, expectations and commitments for our responsibility to respect human rights across our operations, and to not knowingly contribute to human rights violations by other parties.
You can find our Global Human Rights Policy at GrandVision.com.
How we foster, cultivate and preserve our diverse and inclusive culture
Diversity is an integral part of how we do business and is crucial to our commercial success. Our employee diversity is a reflection of our global presence and diverse customer base. That's why we are committed to:
- A fair recruitment process based on objective criteria
- A remuneration system based on specific position requirements and skills
- Equal access to professional training and skill development opportunities
- Improved work/life balance through flexible work schedules
- Enhanced gender balance in our Supervisory and Management Boards
We also support the rights of all our employees to form and join trade unions and other organizations of their choice, as well as bargain collectively to support their mutual interests. Currently, 44% of our employees (headcount) are covered by local collective bargaining agreements.
Advancing gender diversity and female leadership at GrandVision
GrandVision has continued working on gender diversity. In 2020, approximately 61% of all store managers were female. In 2021, GrandVision will continue to prioritize gender diversity and female leadership in senior management positions by ensuring fair access to leadership roles through our P&C processes and practices, as well as through our talent development and succession planning efforts.
Gender diversity (total and per segment, FTEs) (year-end)
2020 (% of total)
2019 (% of total)
2018 (% of total)
2017 (% of total)
Americas & Asia
As the trend in the above table shows, for the past four years, our ratio of female employees is higher than their male counterparts. In 2020, 68% of all GrandVision full-time employees were female. And the percentage of female employees across our segments ranged from 62% to 76%, with the highest number seen in Other Europe. In the Americas & Asia, it was more balanced and women represented 62% of the workforce.
In 2020, we looked further into gender representation in different functions and levels across the entire organization. We also saw a significant presence of female employees in our stores; they made up about 73% of total store employees and 61% of store managers. However, in Sales & Operations senior management roles, the picture changes, with women only representing 38% of employees at this level.
In corporate offices we have a balanced male/female representation with about 50% each on an extended senior leadership level (Management Teams and direct reports). Yet, at the Management Team level, the male/female ratio is more imbalanced, with only 13% female representatives.
In 2020, we fell behind on our targeted recruitment campaign progress. However, in 2021 we will continue to prioritize gender diversity and the increase of female leaders in senior management positions across GrandVision. We will ensure fair access to leadership roles by enhancing our P&C processes and practices and through our talent development and succession planning efforts.
Additionally, we also participated in the 2020-2021 SDG Challenge, a program that pairs Dutch universities with Netherlands-based companies to solve a business problem related to the UN SDGs. We teamed up with a group of students from Rotterdam School of Management-Erasmus University that helped us gain a fresh perspective of why there are fewer women moving up the ranks at higher sales and operations management levels and how we can change this for the better. By doing this, we also aim to advance our contribution to SDG 5 (achieve gender equality and empower all women and girls) and SDG 10 (reduce inequalities). Their initial findings to be implemented include forming our Diversity and Inclusion Council, a company-wide campaign to instill diversity and inclusion as a core value across GrandVision, and creating an internal network for female leaders to inspire others and share their experiences.
Supervisory and Management Board Diversity
We recognize the importance of diversity within the Supervisory and Management Boards and believe our business activities benefit from a wide variety of skills and perspectives. Diverse Supervisory Board and Management Boards contribute to a well-balanced decision-making process and their proper functioning. You can learn more about our Diversity Policy for the Supervisory and Management Boards on GrandVision.com.
At the Board level, gender diversity is a statutory objective for a balanced governance with a minimum of 30% female representatives. Although this objective has not currently been met by GrandVision, we made the first step by appointing a female Supervisory Board member in 2019.
In the long term, the Supervisory Board will ensure its composition and that of the Management Board to represent a fair and balanced makeup of our employee and customer base.
Pending the completion of the transaction between EssilorLuxottica and HAL regarding the proposed acquisition by EssilorLuxottica of HAL's 76.72% stake in GrandVision, the composition of the newly-formed Supervisory Board will be made up of six members, four of which are female.
Wages paid compared to capital expenditures (full-year)
Economic contribution (x €1000)
Total capital expenditure investments
Total wages and salaries paid
Fair wages for employees
By paying fair wages to all employees, we can improve the livelihoods of our workforce and indirectly make a positive impact on economic development. The specialized level of qualifications for store and other employees, and the high demand for qualified opticians and vision experts in many markets, is reflected in the level of contribution we pay. In 2020, we paid approximately EUR one billion in wages and salaries to our employees. This is a decrease of 4% compared to 2019, and can be accounted for by the decrease in headcount and FTEs during 2020 through natural attrition. It can also be attributed to the support drawn from governments during the period that stores were closed or partially closed in response to COVID-19 limitations. For more details, please refer to Note 7: Government Grants.
Additionally, as an employer of a global workforce made up of almost 70% females, GrandVision pays attention to maintaining a transparent employee remuneration policy and structure to avoid a gender pay gap. We prioritize cultivating and preserving our diversity and inclusivity and factors that may cause such a discrepancy. GrandVision is committed to equal pay for equal work and plans to objectively assess and address these where needed.