SUSTAINABILITY STRATEGY 2021 - SIRO
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SUSTAINABILITY STRATEGY 2021
SIRO Sustainability Report: Contents © SIRO 2021
CONTENTS
MESSAGE FROM SIRO CEO . . . . . . . . . 2 ENVIRONMENTAL PERFORMANCE & SOCIAL & COMMUNITY ACTIONS . . . 16 GOVERNANCE . . . . . . . . . . . . . . . . . . . . . 19
SUSTAINABILITY . . . . . . . . . . . . . . . . . . 13
EXECUTIVE SUMMARY . . . . . . . . . . . . . 3 Resourcing . . . . . . . . . . . . . . 17 Stakeholder Engagement . . . . . . 20
Decarbonising Our Assets . . . . . 14
INTRODUCTION . . . . . . . . . . . . . . . . . . . . 5 A Strong Employer Brand . . . . . . 17 Health & Safety Leader . . . . . . .20
Electric Vehicles (EV) . . . . . . . . 14
Our Sustainability Journey & Principles . 5 Recruitment . . . . . . . . . . . . . . 17 Sustainable Procurement . . . . . .20
Energy Efficiency . . . . . . . . . . . 14
SIRO: Key Sustainability Highlights . . . . . 6 Traineeships . . . . . . . . . . . . . . 17 Innovation . . . . . . . . . . . . . . .20
Employee Commuting . . . . . . . . 14
SDGs in action . . . . . . . . . . . . . . . . . . . . . . . . 7 Inclusive Culture . . . . . . . . . . . 17 Gender Pay Report . . . . . . . . . . 21
Biodiversity . . . . . . . . . . . . . . 15
Engagement . . . . . . . . . . . . . . 17 Reliable Business . . . . . . . . . . 21
Waste & Recycling . . . . . . . . . . 15
Internships, Volunteering
Water Management . . . . . . . . . 15 and STEM Initiatives . . . . . . . . . 17
Making SIRO a
Disability-Friendly Workplace . . . . 18
Culural Celebrations . . . . . . . . . 18
Measurement . . . . . . . . . . . . . 18
Development . . . . . . . . . . . . . 18
Page 1
SIRO Sustainability Report: Message from SIRO CEO © SIRO 2021
A MESSAGE FROM SIRO CEO
JOHN KEANEY
wellbeing and welfare now and into important, we are also facilitating access diversity and inclusion or company ethics
the future have all come into focus. to a more environmentally friendly and governance including codes of
Such wellbeing and welfare, and over network - more energy efficient and conduct and ethical sourcing of goods
the longer-term, can only be achieved less carbon polluting, than traditional and services. We also work with our
through more sustainable living and copper networks. This puts a powerful contractors and suppliers to support their
proactive responses to nurture our tool in the hands of communities to drive sustainability objectives.
communities and our planet. sustainability such as through remote
Overall, our strategy is aligned to the
working and reducing commuting;
SIRO is delighted to publish its first UN Sustainable Development Goals,
allowing local enterprises to flourish; or
Sustainability Strategy. Our strategy is with SIRO becoming a signatory of UN
enabling increased access to education
the culmination of several years’ work Global Compact in February 2021. At
and public services. These all point to
and a company-wide effort to arrive SIRO, our role in serving communities
the impact of and potential of high-
at this point. This strategy details both and our success as a business has
quality broadband to drive connectivity
the actions and initiatives we have always been linked to the progress of
and more sustainable ways of living and
undertaken to date to become a more our people, communities and businesses
working in Ireland.
sustainable company, but also looks at we serve. With this to the fore we will
Welcome those which we are working to achieve. Equally, within SIRO itself we are continue to expand the ways in which
It marks our statement of intent to focused on embedding sustainable we grow as a profitable and purposeful
As we emerge from a global pandemic, continue to build upon this work and to practices and responsible investment company committed to creating
it’s clear COVID-19 has changed each strive to meet the targets we have set decisions and actions in everything sustainable and thriving communities.
of us in some way. The pandemic has ourselves. Next year we will report on we do in our business. As you will
brought both a reflection and a reset on progress made in achieving the targets read across our strategy this spans
how we live. It forced us all to consider we have set out herein. a wide range of initiatives from our
what matters in our lives. For most, environmental and climate change
this can be framed around people In rolling out a cleaner 100% fibre
actions such as switching to EVs or JOHN KEANEY
and place. Our family, our friends and broadband network, SIRO is fostering
waste management, to social and CEO SIRO
our communities and ensuring their the economic development of towns
community activities like gender balance,
and communities across Ireland. But as
Page 2
SIRO Sustainability Report: Executive Summary © SIRO 2021
EXECUTIVE SUMMARY
This report sets out SIRO’s society which matter to us but also commute to work to around 1% of As a business we recognise the
sustainability approach, which which we have a responsibility to lead the previous year’s emissions. Post- immeasurable value of our people, who,
commenced in 2018, and continues to on. We also realise that an incremental pandemic, we will maintain a hybrid work each day work to drive forward the roll-
develop and evolve. approach is required, and as such, model, with attendance at the office out of our sustainable fibre broadband
we have focused initially on areas required for only two out of five working network across Ireland.
It highlights from conception the
we can have the greatest impact days, further reducing carbon emissions
immense efforts and steps that We place a strong emphasis on social
on, to become a more sustainable and promoting more sustainable living.
have been undertaken to see that and community initiatives within our
business.
the company aligns its business To achieve greater energy efficiency, workplace and beyond. We have
operations to sustainability – We have highlighted energy efficiency, we have changed all lightings at our increased investments in our
safeguard the environment, benefit decarbonising assets, waste and offices to sustainable light fittings human resource supports and strive
society, respect its people and advance recycling, biodiversity and water and for our PoP site facilities we will trial to ensure that our workplace is
a business that enhances the economic management as the key areas for our the installion of solar panels and are welcoming, tolerant, diverse, open
and social development of Ireland. sustainability strategy. committed to greening these spaces. and inclusive to all. Our Diversity,
Equity and Inclusion (DEI) initiatives span
SIRO’s sustainability strategy adopts Our first area of focus was reducing
the ESG model of sustainability.
Since 2018, we have ensured that we
SIRO’s emissions to align with the
objectives of the Paris Climate
Our waste across the entire employee experience
lifecycle.
record progress in various spheres
under ESG – Environment, Social and
Agreement. A key part of this reduction
management and We ensure that we continue to be an
recycling actions has
programme is switching our current equal opportunities employer. This
Governance pillars. diesel fleet to a fully electric one. year, with external expert support, we
seen us achieve up
The latter will be achieved by end 2022 have undertaken additional initiatives
For us, the first step was to carry out
and will significantly reduce company to drive inclusivity in our workplace.
a materiality assessment to prioritise
to 20% reduction on
emissions. We are also undertaking This has included organising disability
the material issues most relevant
additional initiatives to reduce our awareness training for colleagues
to us. We understand that both at a
general/mixed waste
emissions further. and rolling out our new reasonable
national and international level there
accommodation passport to ensure that
are many issues such as protecting our Following the need to switch to remote
people with disability can carry out their
sent to landfill.
environment, arresting climate change, working in March 2020 due to the
duties seamlessly at SIRO.
promoting equality and diversity and Covid-19 pandemic, we were able to
championing marginalised groups in reduce our office-based employee
Page 3
SIRO Sustainability Report: Executive Summary © SIRO 2021
EXECUTIVE SUMMARY CONTINUED
We also work to increase employee Our stakeholders are key to our
racial and ethnic representation and to continuous growth and we invest time
show our support for the LGBTI+ and resources in our stakeholder
community, we undertake PRIDE partnerships and engagements,
events to educate employees and raise including supporting them adapt
greater awareness of the community sustainability practices in their own
and its history. This includes all-company businesses.
interactive learning on promoting
As a signatory of the United Nations
inclusivity and diversity in all facets of
Global Compact, we are committed
our lives. Gender equality is a priority
to meeting our obligations under the
for SIRO. To this end, our total female
Compact, by upholding the highest
representation has seen a 60% increase
business ethics, by working against
over three years up to 34% from 21%
corruption, supporting human rights and
in 2018.
promoting responsible labour.
As a company rolling out a significantly
We are proud of what our company has
more sustainable fibre broadband
achieved to date in both becoming more
network than what has been previously
sustainable and in embedding a culture
here in Ireland,
which seeks to protect people and planet
we are also focused on and we are striving to continue to
meet and exceed our obligations into
creating a network that the future.
is future proofed for
decades to come
and continues to promote balanced
development.
Page 4
SIRO Sustainability Report: Introduction © SIRO 2021
INTRODUCTION
Our Sustainability Journey & Principles
SIRO was launched in 2015 as a Since then, we have continued to embed but also from our supply chains and
joint venture company between ESB sustainable practices and responsible clients.
and Vodafone with an objective to investment decisions in our business
In February 2021 we signed up to
deliver 100% fibre-to-the-building operations.
the United Nations Global Compact
broadband network. With speeds
Guiding this journey are the following (UNGC). We have pledged to operate
of up to 1 Gigabit per second, SIRO
core principles: responsibly in line with the UNGC’s
propels Ireland into the ranks of the
10 principles for business. We will also
world’s fastest broadband countries, • SIRO is focused on building a
report annually on our progress with our
allowing homes and businesses enjoy digitally connected Ireland with full
first sustainability report to be published
enhanced connectivity and benefit from fibre access.
in February 2022.
the opportunities which arise from digital • We are a company committed to
technologies. our customers and their wider
In 2018 we began to lay the foundations communities, underpinned by
for today’s comprehensive sustainability profitable and purposeful growth.
strategy. This commitment includes being a
•
responsible corporate citizen in our
Our ambition is to dealings with customers, communities,
suppliers, employees and wider society.
become Ireland’s • We endeavour to ensure our business
most sustainable
practices have positive impacts
on the community and our
telecommunications
environment.
• This includes striving for the highest
company. standards of corporate conduct,
ethical behaviour and compliance
not just of ourselves as a company,
Page 5
SIRO Sustainability Report: Introduction © SIRO 2021
SIRO: Key Sustainability Highlights
Our network Our company
Building Ireland’s first Signed up to
100% fibre network UN Global Compact & WEP
the most sustainable broadband network (Women Empowermet Principles) in 2021
400,000 premises 20% reduction
on mixed and general waste - targeting zero
passed in regional Ireland August 2021 waste to landfill by 2030
64 towns & cities Increased female
across Ireland can access representation
SIRO fibre broadband on the leadership team to 67%
34% total female
9,009km of fibre laid representation
distance from Cork to Mexico City, August 2021
from 21% in 2018
Transitioning full fleet to
EVs by the end of 2022
reducing carbon emissions by 53%
Page 6
SIRO Sustainability Report: Introduction © SIRO 2021
Sustainable Development Goals in Action
In 2015, the United Nations General These five SDGs are as follows:
Assembly agreed the Sustainable
• SDG 5: Gender equality,
Development Goals to be achieved
by 2030. • SDG 8: Decent work and economic
growth,
These goals are focused on solving
the world’s sustainability problems • SDG 9: Industry, innovation and
such as ending poverty, reducing infrastructure,
hunger, environmental protection and • SDG 12: Responsible consumption
improving lives. and production,
The 17 United Nations Sustainable • SDG 13: Climate action.
Development Goals (UN SDGs) and
their targets are, in addition to the UNGC
principles, the key guiding principles of
SIRO’s sustainability strategy.
SIRO have prioritised five goals
that we believe we can make the
most impact in, either through our
telecommunications network, our
work practices, or our philanthropic
activities.
Page 7
SIRO Sustainability Report: Introduction © SIRO 2021
5 GENDER
EQUALITY
We empower women and girls by creating access to jobs
and providing role models for girls.
12 RESPONSIBLE
CONSUMPTION
AND PRODUCTION
Our Contribution to SDG 5 • SIRO provides mentoring and
development to women at all levels
• We have improved our women’s
recognising the value of creating allies.
representation in the workforce. Our
leadership team is 67% women and • We rolled out bias training for
wider management team is 39%. recruitment and performance
management in 2021.
• Our overall representation of women
has increased from 21% in 2018 to
34% at time of reporting.
• We work with women where possible
in our supply chain.
• We provide equitable caregiver leave
and top up maternity and paternity to
full salary.
• We encourage male employees to take
their full paternity leave.
• We have a formal commitment to the
Women’s Empowerment Principles.
• Carry out volunteer work on STEM to
encourage greater female participation
in the sector.
Page 8
5 EQUALITY
SIRO Sustainability Report: Introduction © SIRO 2021
8 DECENT WORK AND
ECONOMIC GROWTH 9 SIRO provides productive and12 decent work directly to our employees
INDUSTRY, INNOVATION
AND INFRASTRUCTURE
RESPONSIBLE
CONSUMPTION
AND PRODUCTION
and indirectly to many third party contractors.
13 CLIMATE
ACTION
Our Contribution to SDG 8
• We have created significant direct and
indirect employment and pay a living
wage.
• Through building in areas poorly
served by broadband, we benefit local
businesses and community groups.
• We have revitalised communities
through broadband initiatives, in
particular local enterprise through our
Gigabit Hubs Initiative, with Vodafone.
• We ask all suppliers to sign up to a
code of ethical supply.
• We have established programmes to
create opportunities for people with
disabilities and have run disability
awareness training and introduced
reasonable accommodation passports
into our workplace.
• By creating apprenticeship and work
experience opportunities we are
creating pathways to well-paid work.
Page 95 EQUALITY
SIRO Sustainability Report: Introduction © SIRO 2021
8 DECENT WORK AND
ECONOMIC GROWTH 9 INDUSTRY, INNOVATION
AND INFRASTRUCTURE
Our broadband infrastructure
12RESPONSIBLE
CONSUMPTION
creates greater opportunities for
AND PRODUCTION
people to choose a way of living and working that suits them.
Our Contribution to SDG 9
• By accessing the ESB network, we
use an existing infrastructure to roll
out our innovative product.
• Our business strategy is to bring fibre
to underserviced communities, our
superfast broadband has supported
businesses in these communities,
many through the 16 SIRO-Vodafone
Gigabit Hubs.
• Our fibre network is future-proofed
and built to last for a longer life span
than traditional networks.
• New fibre technologies do not require
alteration of the existing optical
distribution network, to accommodate
upgrades to higher capacity
(to 10 Gigabits and beyond).
Page 105 GENDER
EQUALITY
SIRO Sustainability Report: Introduction © SIRO 2021
12 RESPONSIBLE
CONSUMPTION
AND PRODUCTION SIRO’s waste programme works to reduce and
recycle waste.
Our Contribution to SDG 12
• Our design, construction and operation
of the SIRO national broadband fibre
roll-out is on existing ESBN (ESB
Networks) infrastructure.
• We are committed to responsibly
using resources and acknowledge the
opportunities of the Circular Economy
as highly beneficial for business,
environment, and society.
• We monitor supplier impact on
resource consumption (i.e. waste), we
work with our suppliers to ensure as
much waste is recycled as possible
and promote reduction of packaging
on raw materials.
• Our fibre network consumes much
less electricity, up to 17 times less
than copper (according to research4,5).
Fibre networks also produce 88% less
carbon emissions according to one
German study.6
4
https://www.telefonica.com/en/web/press-office/-/telefonica-will-shut-down-one-copper-switchboard-a-day-until-2020
5
https://www.lightreading.com/ethernet-ip/new-ip/verizon-saves-60--swapping-copper-for-fiber/d/d-id/715826 Page 11
6
https://brekoverband.de/gutachten-nachhaltigkeitsvergleich-von-ftth-und-fttc8 DECENT WORK AND
ECONOMIC GROWTH 9 INDUSTRY, INNOVATION
AND INFRASTRUCTURE 12 RESPONSIBLE
CONSUMPTION
AND PRODUCTION
SIRO Sustainability Report: Introduction © SIRO 2021
13
SIRO is working to reduce the amount of energy we use to run our
CLIMATE
ACTION
business, through promoting the most efficient use of resources.
Our Contribution to SDG 13
• We monitor energy usage and
constantly explore options to reduce
consumption.
• By the end of 2021 we will replace 62
% of our fleet with Electric Vehicles
and have a full EV fleet by end of
2022.
• We have adopted a hybrid work
model, thereby reducing the emissions
generated through commuting. We
expect people to attend the office
circa 40% of the time.
• We have reduced the number of car
parking spaces and are exploring a
ride share scheme.
• We are examining the feasibility of
using solar power for PoP sites and
introducing biodiversity initiatives in
our PoP sites.
Page 125 GENDER
EQUALITY
8 DECENT WORK AND
ECONOMIC GROWTH 9 INDUSTRY, INNOVATION
AND INFRASTRUCTURE 12 RESPONSIBLE
CONSUMPTION
AND PRODUCTION
SIRO Sustainability Report: Environmental Performance & Sustainability © SIRO 2021
12 13
ENVIRONMENTAL PERFORMANCE &
RESPONSIBLE CLIMATE
CONSUMPTION ACTION
AND PRODUCTION
SUSTAINABILITY
We are proud that our 100% FTTH
(Fibre to the Home) network, with no
copper at any point, makes it significantly
more energy efficient (by up to 60% and
emitting less carbon emissions (over
80% less) than traditional copper or
cable broadband networks). Building on
a circular philosophy, we operate on an
existing ESB infrastructure meaning less
building waste.
Building on this, it is still our ambition to
improve our work practices so that they
leave very minimal to zero impact on the
environment. We have advanced work on
our GHG (Green House Gas) reduction
plan focusing on energy efficiency
measures across our facilities. In 2021
we focused on waste reduction, and
climate action in particular our scope 1
and scope 2 emissions.
Page 13SIRO Sustainability Report: Environmental Performance & Sustainability © SIRO 2021
Decarbonising Our Assets
Mounting evidence shows the urgent and our Scope 2 emissions are indirect Electric Vehicles (EVs) The remaining vehicles will transition
need for businesses to double up emissions from power consumption When we launched our ESG plan in by end of 2022. This has the potential
efforts to drastically reduce their carbon through purchased grid electricity in our 2020, we identified our fleet as one to reduce our direct emissions by up to
emissions. In December 2020 we started office and Pop Cabin infrastructure. of our biggest drivers of emissions. 53% when we fully transition.
work on mapping our carbon footprint – In response, we developed a plan to
Our Scope 3 emissions remain a focal Energy Efficiency
we identified 2019 as a base year and transition to an electric fleet. Initially
point for the period ahead and we are
have been tracking our CO2e from that From an initial analysis of energy use, we
currently in the process of a mapping we carried out analysis on distances
date. This helps us set and track targets discovered that our office building space
and tracking process to establish a travelled, and we researched the
for reductions. is the single biggest energy consumer.
baseline for Scope 3 emissions. This alternatives available for commercial
In December 2020 we replaced all
Initial focus has been on Scope 1 requires an intensive evaluation of our vehicles on the market. We also surveyed
fluorescent fittings with LED fittings
and Scope 2 emissions. Our Scope 1 supply chain which is currently underway. our employees to understand their
and put in place sustainable lighting
emissions are mostly those arising from attitudes towards such a transition.
measures such as dimmer switches
fuel consumption of our fleet vehicles In January 2021, the Government and motion sensors to extinguish lamps
announced that all new petrol and diesel when not in use. This provides a cost and
2018 2019 2020
cars will be banned from Irish roads energy savings of 60%.
Diesel consumption (L) 76,531 141,113
from 2030 as part of the of the Climate
Travel distance (km) 1,656,572 1,490,512 As our network grows, our PoP cabin
Action Bill.
infrastructure will grow and we are
During 2021, we began
currently undertaking a feasibility study
Scope 1 emissions (tCO2e) 175 373
for the use of solar panels to offset
energy consumption. As a relatively
Office energy use (kWh)
PoP cabins (kWh)
70,647
902,415
60,076
1,142,286
49,641
1,283,094
this process, and will new business, we are confident that our
equipment is energy efficient. However,
Total purchased energy (kWh) 973,062 1,202,362 1,332,735
have transitioned 62% we will continue to seek opportunities to
improve efficiency where possible.
Scope 2 emissions (tCO2e) 316 391 433 of our fleet by the end Employee Commuting
In 2019 we undertook an environmental
Total Scope 1 & 2 emissions (tCO2e) 316 566 806
of 2021. survey to measure commuting distances.
At the time we established that SIRO
Page 14SIRO Sustainability Report: Environmental Performance & Sustainability © SIRO 2021
colleagues travel an average of 58km emissions, and ideas for supporting
daily to their place of work, varying biodiversity from our own homes and in
across office and field colleagues. We our workplaces.
analysed that if every respondent who
drove to work worked from home one
Waste and Recycling
day a week, they would save 0.67 tCO2e We are committed to reducing our waste
a year, around 5% of their average yearly to landfill. Currently, we have attained a
emissions. 20% reduction on mixed and general
waste with a target of zero to landfill
We couldn’t have foreseen the transition
waste by 2030. Recycling at SIRO has
to home working as a result of the
increased significantly, and we have
Covid-19 pandemic. As we now plan to
begun engagements with suppliers
return to a hybrid work model, we will
to examine sustainable packaging to
continue to measure and set target for
further reduce waste.
reducing commuting emissions.
Water Management
Biodiversity
Although we do not consume water
SIRO is seeking ways to contribute to
intensively, we undertake regular audits
Ireland’s biodiversity. We have signed
to see how we can improve water
up to the All-Ireland Pollinator plan
consumption at our office complex.
and commit to introducing at least one
We also ensure that our construction
biodiversity action this year. We are
activities do not tamper with public
currently looking at options to introduce
water bodies and the water supply.
bee hotels, nest boxes and or hanging
To commemorate World Water Day on
flower and herb baskets at some of our
22nd of March 2021,
PoP sites. We are also reviewing the
we provided training to
feasibility of green roofs.
employees on water
SIRO has partnered with GIY, Grow it challenges, SDG 6
Yourself to deliver an internal education and proffered ways
programme aimed at food sustainability to use water more
and wellness. Their objective is to provide sustainably.
insight into where our food comes
from, suggesting daily sustainability
practices that reduce food-based carbon
Page 155 EQUALITY
SIRO Sustainability Report: Social & Community Actions © SIRO 2021
5 GENDER 8
SOCIAL & COMMUNITY ACTIONS
9 12
DECENT WORK AND INDUSTRY, INNOVATION RESPONSIBLE
EQUALITY ECONOMIC GROWTH AND INFRASTRUCTURE CONSUMPTION
AND PRODUCTION
13 CLIMATE
ACTION
12 RESPONSIBLE
CONSUMPTION
AND PRODUCTION
SIRO’s social strategy seeks to make a
significant and long-term contribution
to the positive development of our
company, our stakeholders and the wider
community.
To increase our gender representation,
we developed a strategy that focuses
on the areas of resourcing, culture and
personal/professional development, we
believed that we could make an impact
in these areas, choosing to strike a
balance between recruitment, providing
support and encouragement, while also
developing our existing employees.
Page 16SIRO Sustainability Report: Social & Community Actions © SIRO 2021
Resourcing
A Strong Employer Brand recruitment practices such as ensuring and internship programmes and this Achievement Ireland delivering content
High retention has meant that we have diverse candidates, measuring our year we introduced an apprenticeship that is complementary to the formal
built strong succession into our teams applicant pool and analysing if and programme. It creates other school curriculum while sharing our
and have been able to fill many of our where diverse candidates drop out of opportunities for SIRO to attract more own work and personal experiences.
roles internally, as vacancies have arisen. the process. We have also updated our diverse applicants to our industry. This has been a learning experience for
We continue to build succession to job specifications to ensure that the our volunteers and has fostered strong
ensure we maintain talent pools and use
our graduate and recent apprenticeship
language is gender neutral and more
recently to highlight our commitment to Inclusive Culture employee engagement.
programmes to target diversity. accessibility provisions. Engagement
Traineeships During the 6 years of our operation,
Recruitment
We have developed strong graduate we have maintened high engagement
We have implemented changes in our scores and a consistently low employee
turnover rate. We ensure that our
DEI STRATEGY employee communications keep
We believe in equality for all. We strive to create a workplace that is diverse and mirrors people updated on company progress,
the customers, community and colleagues that we serve. We encourage, support and recognises achievement and provides
celebrate our differences and foster an environment where everyone feels empowered to
for employee questions. We run a
bring their full authentic selves to work.
wellness programme covering topics
Recsourcing Inclusive culture Development such as parenting, health and other
topics of interest. We support a number
Gender neutral job ads
• Celebration (calendar)
• Conferences
•
of charities each year. Consistently our
• E
mployer brand - diversity • E
ducation - training • Mentoring/reverse employees report that flexibility is one of
in promotional materials - unconscious bias, mentoring employees
our most greatly valued attributes.
objective decision making
Diverse candidate
• • Buddying for younger We have also volunteered through
recruitment STEM initiatives - TY
• employees Internships, Volunteering and the Open Doors Initiative, providing
• Apprenticeships &
programme, junior
• Advocate - helping
STEM Initiatives mentoring to some of their members,
achievement
internships employees to advance We partner with a number of social raising awareness of more marginalised
Diversity targets,
• enterprises to support our DEI members of society. This work led to a
Workplace flexibility for all
• • Stretch assignments
measurement & reporting initiatives and provide opportunities for
supporting people’s busy successful internship programme which
lives • Fairness of HR processes volunteering. We volunteer with Junior was run in 2021.
Page 17SIRO Sustainability Report: Social & Community Actions © SIRO 2021
We believe in STEM education and
attracting females to work in technology.
out internally in the coming months. We
provided disability awareness training
Through this programme we now know
that more than 10% of our colleagues Development
We have used our partnership with to all colleagues in 2021. We commit to have some kind of disability and this SIRO has invested in its people and
Junior Achievement Ireland to promote continued campaigns and collaborations has driven initiatives such as Disability recognises the value of developing
STEM to girls at primary and secondary to encourage PWD to apply for training, Awareness Training which was run in talent. We have built a strong manager
school level. We have also developed internships or jobs at SIRO. 2021. community and have invested in
a STEM focused transition year work manager development programmes.
Cultural Celebrations Through the recruitment initiatives
experience week and promoted it We continue to invest in technical skills
outlined we have achieved our overall goal
through local schools. SIRO recognises and celebrates the
of increasing our female representation for our employees through further
many cultures within our organisation.
and other diversity categories. education, access to eLearning platforms
We have events for Pride, Diwali, Lunar
and other specialised learning for
New Year, Eid (to name but a few), and
technical people.
we use the opportunities to educate our PERCENTAGE
2018 2019 2020 2021
FEMALE
colleagues about diverse cultures. In
the picture below is the message sent Board 50% 50% 50% 33%
out for Diwali and an Indian colleague
presented a small video about how the SLT 25% 50% 50% 67%
event is celebrated in India.
Managers 20% 22% 32% 29%
Making SIRO a Disability-Friendly Leadership roles 26% 34% 39% 39%
Workplace 21% 24% 25% 34%
Total
We work hard to ensure that our
company is welcoming for people with
disability (PWD) and this year we sought We have also noted an increase in
professional advice from Employers Measurement female candidates in our recruitment
for Change on ways to achieve this. system and they now account for 31% of
We have built up our demographic
The consultations were particularly candidates.
reporting, from an initial simple metric
focused on how to ensure that we have of male: female ratio. We now report by Finally, we measure unplanned leavers in
reasonable accommodations for interns level within the organisation. Through the year (turnover), this excludes interns,
and employees with diverse disabilities. voluntary reporting we have built a retirees or secondment. Our female
As a result of this, we introduced a picture of our demographics within SIRO turnover has reduced over the years due
disability passport – this is circulated and this has helped us plan our DEI to measures put in place to retain female
in the onboarding pack and we will roll strategy. employees.
Page 185 GENDER
EQUALITY 5 EQUALITY
SIRO Sustainability Report: Governance © SIRO 2021
GOVERNANCE
8 8 12
DECENT WORK AND
9
DECENT WORK AND ECONOMICRESPONSIBLE
ECONOMIC GROWTH
9INDUSTRY, INNOVATION
GROWTH INDUSTRY, INNOVATION AND INFRASTRUCTURE
AND INFRASTRUCTURE
CONSUMPTION 12 RESPONSIBLE
CONSUMPTION
12 RESPONSIBLE
CONSUMPTION
AND PRODUCTION
AND PRODUCTION AND PRODUCTION
13 CLIMATE
ACTION
13 CLIMATE
ACTION
Our board and leadership Our commitment to sustainability
are committed to delivering is embedded into our business
corporate governance excellence agenda through our purpose,
through our work practices vision and business model.
and involvement in the wider
community.
Page 19SIRO Sustainability Report: Governance © SIRO 2021
Stakeholder engagement
Health & Safety Leader Innovation
We operate an extensive Environmental, As Ireland’s first full fibre network we
Health and Safety management have always promoted innovation in our
system at SIRO and ensure that this is network and product offering.
embedded in our business activities. We
Today, we are continuing to innovate
have strived to maintain ISO 14001 and
and are working to further future proof
ISO 45001 certifications since we first
our broadband with upgrades that make
began our operations. Due diligence and
us retain our position as Ireland’s most
strict adherence to the guiding principles
sustainable and innovative broadband
of these certifications has helped us
network.
avoid serious and hazardous incidents.
These upgrades will ensure that SIRO
Sustainable Procurement can meet the demand for expanded
We endeavour to make sure that bandwidth to accommodate ever
products and services sourced from third increasing data demands as consumers
parties adhere to our green procurement and businesses expand the range of
policy which favours companies that connected devices and services they
conduct their businesses sustainably. utilise and offer.
We also actively engage in several
monitoring and assessment exercises to
Gender Pay Report
promote vendor compliance to our green SIRO aspires to be a leader in gender
policy. We have also developed a supplier equality. We have commenced gender
We recognise that for successful develop, inform and activate our ESG questionnaire which we have issued pay gap reviews and will monitor this.
sustainability and responsibility strategy. to our suppliers to allow us to evaluate Our company size means that we do not
strategies to exist there must be packaging materials and resource use in have to legally report until 2024.
We work with them to communicate our
meaningful stakeholder engagements line with the circular economy model.
broad purpose and vision, to collaborate
and partnerships. For this reason, we
with them to achieve this and to secure
work with a broad range of stakeholders
and maintain their trust in SIRO,
and interest groups across every touch
including protecting and enhancing our
point of our business to understand,
reputation.
Page 20SIRO Sustainability Report: Governance © SIRO 2021
2020 2021
Proportion of male to female employees Bonus pay gap Proportion of male to female employees Bonus pay gap
receiving bonus pay receiving bonus pay
93% 94% 13% 51% 85% 90% 21% 0%
FEMALE MALE MEAN MEDIAN FEMALE MALE MEAN MEDIAN
All employees bar interns are offered bonus. Small changes can make an impact on numbers. All employees bar interns are offered bonus. Small changes can make an impact on numbers.
Many of our senior specialists are male. Many of our senior specialists are male.
Hourly pay gap Quartile band proportions - Hourly pay gap Quartile band proportions -
male & female employees male & female employees
UPPER UPPER
F 27% 73% M F 19% 81% M
UPPER MIDDLE UPPER MIDDLE
0% 4% F 23% 77% M 14% 11% F 31% 69% M
LOWER MIDDLE
LOWER MIDDLE F 23% 77% M
F 27% 73% M LOWER
LOWER MEAN MEDIAN F 52% 48% M
MEAN MEDIAN F 27% 73% M
Reliable Business internal fairness, we review salaries company success and participate in the that people are planning for retirement
We pay a market rate and annually within categories to ensure that there bonus scheme based on individual and and are covered in the event of death
review individual salary against what are no anomalies within groups and that company performance. or disability in service. Our salaries are
is paid in the market and carry out pay is free from discrimination. We also benchmarked at living wage which is
We invest in our people and provide the
adjustments to those that fall outside directly tie pay to performance and our targeted at providing a good standard of
opportunity for them to progress in their
of these salary ranges. To promote people have an opportunity to share in living for our people and their families.
field. By providing benefits, we ensure
Page 21For further comments, questions or enquiries related to this report, please contact: Blanaid O’Regan Director, People and Culture – blanaid.oregan@siro.ie Amanda Glancy Corporate Affairs Director – amanda.glancy@siro.ie You could also visit our Sustainability webpage to get the latest updates on our sustainability actions. SIRO.ie/sustainability
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