The primary Hostinger Sustainability Report is out

Within the era of corporate social responsibility and sustainability, we’re proud to take the lead and contribute to a more sustainable future. The primary Hostinger Sustainability Report is out, showing our current state and journey toward sustainable development and commitments.  

Why Is a Sustainability Report Needed? 

We’re wanting to embrace sustainable practices and contribute more consistently in that direction, starting with our Sustainability Report. It outlines where we currently stand and the way far we’ve come, identifies areas that need more attention, and reflects our plan to handle them. 

The Sustainability Report provides a broad set of data concerning the company that helps consumers make informed decisions. As for the corporate, it enables us to fulfill the growing expectations of our stakeholders, increases transparency, opens doors to recent opportunities, and helps to draw and maintain talent. 

Amongst various facets of sustainability, one outstanding thread on this report is gender balance, underlining our dedication to fostering an equitable workplace.

Diversity and Inclusion 

In response to the latest data, only 18.9% of individuals working within the ICT sector in Europe are women. Meanwhile, we’re proud to say women make up 43.9% of our team, keeping us on the forefront of our industry. Let’s take a look at the way it was achieved and what positive results it’s bringing to our company and its people.

Many researchers agree that a various worker base allows firms to realize higher results. To empower our team members for fulfillment, we’re cultivating a various work environment where equal opportunities are accessible to all, no matter location, gender, or cultural background. Currently, now we have team members across 45 countries and counting. 

Rūta Grigaliūnaitė, Sustainability Manager at Hostinger, explains that diversity at the corporate level is tracked in several ways: 

• Recruitment type
• Employment country
• Age
• Leadership position
• Seniority
• Salary distribution 

Progress on inclusion and equal opportunities can be monitored through periodic internal evaluations and staff surveys. 

“With monitoring, we aim to research the present situation and assess what motion plans is likely to be relevant to enhance it. The newest available data shows that girls hold 26.5% of executive, senior-level, and management positions in S&P 500 firms. In response to our newest data, 56.4% of men and 43.6% of ladies are in management positions. We’re comfortable to surpass the market standard and that our management positions reflect our overall staff pool,” shares Grigaliūnaitė. 

What Means Are Used? 

In response to Grigaliūnaitė, the management of equal opportunities is continuously strengthened, and there are several means to do this:

• Equal Rights Policy – defines the principles, establishes monitoring procedures, provides measures for stopping violations, sets guidelines for investigating them, and descriptions the results. 

• Open-Door Policy – encourages communication and feedback. Moreover, regular staff surveys and meetings allow employees to voice their thoughts and concerns. 

• Whistleblower channel – prevents unethical and unfair behavior in the corporate. It allows all employees and third parties to share details about serious and illegal wrongdoing.

In response to Grigaliūnaite, the corporate also acknowledges the importance of compensation and profession opportunities in creating workplace equality. Because the pay gap between ladies and men stays high within the IT field, our aim is to vary this. 

“Comprehensive Salary Philosophy guides all managers in evaluating their direct reports’ salaries based on various aspects. Like how an worker’s behavior is aligned with 10 principles, the contribution the worker makes, and the skilled competencies they’ve mastered”, explains she. 

Going Beyond the Industry Average

Rūta Katilauskaitė, CS People Partner at Hostinger, says that crucial part is eliminating the concept that women are inferior to men and focusing the conversation on people’s capabilities and cultural fit. She assures that Hostinger has a healthy gender balance within the organization, which exceeds the norm of our industry.

“Two examples come to mind: the Bar Raiser Initiative, which helps to make sure candidates are evaluated through a non-biased opinion. And the Performance Evaluation Form, where the team members are evaluated through our principles as an alternative of non-public assessment. 

Every team member should imagine in equality, act immediately when equality shouldn’t be factored into the decision-making process, and go the additional mile where possible. If we would like to be ambassadors of diversity in the long run, we want more public conversations about these topics,” identifies Katilauskaitė. 

Rūta recently participated within the Diversity Talks panel discussion, where she proudly shared her insights, in addition to personal and skilled challenges that gender biases create. 

Just the Starting

Each Grigaliūnaitė and Katilauskaitė see many benefits in achieving gender equality, because it not only ensures the well-being of employees but additionally helps the corporate thrive in a competitive environment and achieve great results. This permits to harness the abilities and perspectives of all employees, which inspires learning and innovation, enhances problem-solving skills, and creates a more dynamic working environment. 

The Sustainability Report has given us worthwhile insights into our current state and progress toward sustainable development. It is crucial to acknowledge that the journey toward sustainability and gender balance is an ongoing and evolving process that should be maintained and accelerated. As we move forward, may this step be an encouragement to maintain taking motion and setting an example within the industry. 

In case you’re ready to affix our team, have a take a look at the open positions we’re currently hiring for.