02
SOCIAL
At Evaco, our commitment to Corporate Social Responsibility (CSR), is at the forefront of everything we do. We believe in making a positive impact on the communities and employees we serve. Since our establishment in 2020, Evaco Foundation has been actively supporting Non-Governmental Organizations (NGOs) dedicated to promoting social integration within the community. Our action plan is built on our core values: trust, passion, commitment to excellence, ingenuity, rigour and agility.
In fact, we are deeply involved in partnering with various NGOs in the Northern region, where we operate. This collaboration enables us to contribute to the well-being of the local community and support initiatives that drive positive change.
Moreover, we recognize the importance of investing in our employees and their growth. We have developed a comprehensive developmental framework aimed at fostering their professional and personal evolution. By empowering our team members, we equip them with the necessary skills and knowledge to not only support our organization but also contribute to all the initiatives we undertake.
Employee Engagement Survey
The first Employee Engagement Survey of Evaco Group was conducted this year. This initiative stems from our desire to assess the level of engagement of our employees to take appropriate measures to strengthen it. Six specific factors were measured during this exercise, and the results obtained mark the first step towards a tailored and well-thought-out action plan. In addition, these findings align with the successful initiatives that have been implemented in recent years, with the Group’s entities consistently reporting engagement rates between 65% and 85%. This survey, and the resulting action plan, serve as evidence of our motivation and ongoing commitment to continuous improvement.
% Rating per Driver
At Evaco Group, we prioritise our team's well-being and development, fostering a culture of open communication and trust.
Personal commitment
Measuring the level of personal commitment of employees. This is a precious insight on the level of motivation and engagement.
Learning & Development
Measuring the perception of employees with regards to career growth, merit and training.
The Management Team
Measuring the level of trust in the Management, in our general work methodology.
The Work Environment
Understanding the perception of our employees with regards to freedom of expression, the adequacy of their general work environment.
Company Culture
Measuring the level of pride, understanding, engagement and alignment of the employee regarding the company as a whole.
The Company
Understanding the perception of our employees with regards to freedom of expression, the adequacy of their general work environment.
OUR PEOPLE
Number of Employees FY 2021/22
+10.7%
Number of Employees for FY 2022/23
DIVERSITY
Number of Nationalities & Nationalities represented for FY 2022/23
WORKFORCE
Female Staff for FY 2022/23
Local Representation (Mauritian)
FEMALE-MALE EMPLOYEES FOR FY 2022/23
FY 2021/22
FY 2022/23
Increase of
STAFF DEMOGRAPHICS FOR FY 2022/23
EMPLOYEE GROWTH AND ENGAGEMENT
EQUAL OPPORTUNITIES
Rate of Internal Promotion for FY 2022/23
0%
TRAINING AND DEVELOPMENT
Average Number of Recorded
Training Hours per Male
Number of Recorded Training Hours in total
Average Number of Recorded
Training Hours per Staff
Average Number of Recorded
Training Hours per Female