As a company in an industry that relies on a skilled workforce, and in certain roles, a highly skilled workforce, the development of a high performing workforce is important to the functioning of our business. Human capital development has therefore been found in our GRI-based materiality analysis to be a focus area for us. As such, we maintain robust talent recruitment and retention programs, including attractive employee benefit plans and career development programs.
Additionally, we maintain successful employee engagement programs in the areas of volunteerism, giving, nonprofit board placement and culture. We are also in the process of integrating diversity & inclusion into our business level strategic plans, specifically in the areas of recruitment and retention. Our employees rate Voya highly on employee satisfaction and organization health surveys, a fact that is highlighted on page 11 of the 2016/2017 Corporate Responsibility Annual Report. We pride ourselves on the fact that our company has been recognized by several “Best Places to Work” designations, details of which can be found on our corporate responsibility award page and our company profile.
As per the GRI Standards requirements, below we detail a selection of the most recent human capital measures that help us analyze our workforce and the effectiveness of the programs mentioned above. Please note: all figures are as of the last calendar day of the year in which they are presented. Given employee headcount fluctuates on a regular basis, figures throughout the year and the resulting analysis is subject to change.
Employees by Category and Type
Employees by Category
| 12/31/2014 | 12/31/2015 | 12/31/2016 | ||
|---|---|---|---|---|
|
Regular |
Total |
6469 |
6924 |
6694 |
|
|
Female |
3319 |
3528 |
3362 |
|
|
Male |
3150 |
3396 |
3332 |
|
|
Other |
n/a |
n/a |
0 |
|
International Local Hire |
Total |
0 |
0 |
11 |
|
|
Female |
n/a |
n/a |
3 |
|
|
Male |
n/a |
n/a |
2 |
|
|
Other |
n/a |
n/a |
6 |
|
Temporary |
Total |
38 |
46 |
36 |
|
|
Female |
14 |
19 |
15 |
|
|
Male |
24 |
27 |
21 |
|
|
Other |
n/a |
n/a |
n/a |
Employees by Type
| 12/31/2014 | 12/31/2015 | 12/31/2016 | ||
|---|---|---|---|---|
|
Full-time |
Total |
6383 |
6863 |
6652 |
|
|
Female |
3227 |
3453 |
3305 |
|
|
Male |
3156 |
3410 |
3341 |
|
|
Other |
0 |
0 |
6 |
|
Part-time |
Total |
124 |
107 |
89 |
|
|
Female |
106 |
94 |
75 |
|
|
Male |
18 |
13 |
14 |
|
|
Other |
0 |
0 |
0 |
New Hires and Turnover
Employee New Hires and Turnover (Regular)
| 2014 | 2015 | 2016 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| 29 years of age and under | 30-49 years of age | 50 years of age and over | 29 years of age and under | 30-49 years of age | 50 years of age and over | 29 years of age and under | 30-49 years of age | 50 years of age and over | ||
|
New Hires |
||||||||||
|
Total |
|
175 |
312 |
96 |
316 |
669 |
203 |
209 |
312 |
93 |
|
|
Female |
70 |
148 |
58 |
155 |
329 |
113 |
100 |
149 |
49 |
|
|
Male |
105 |
164 |
38 |
161 |
340 |
90 |
109 |
163 |
44 |
|
|
Other |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Rate |
|
3% |
5% |
1% |
5% |
10% |
3% |
3% |
5% |
1% |
|
|
Female |
40% |
47% |
60% |
49% |
49% |
56% |
48% |
48% |
53% |
|
|
Male |
60% |
53% |
40% |
51% |
51% |
44% |
52% |
52% |
47% |
|
|
Other |
0% |
0% |
0% |
0% |
0% |
0% |
0% |
0% |
0% |
|
Terminations |
||||||||||
|
Total |
|
114 |
510 |
302 |
97 |
402 |
240 |
124 |
436 |
298 |
|
|
Female |
58 |
251 |
164 |
47 |
205 |
136 |
59 |
224 |
186 |
|
|
Male |
56 |
259 |
138 |
50 |
197 |
104 |
65 |
212 |
112 |
|
Rate |
|
|
|
|
|
|
|
|
|
|
|
|
Female |
51% |
49% |
54% |
48% |
51% |
57% |
48% |
51% |
62% |
|
|
Male |
49% |
51% |
46% |
52% |
49% |
43% |
52% |
49% |
38% |
Parental Leave
Employees by Category
| 2014 | 2015 | 2016 | ||
|---|---|---|---|---|
|
Eligible employees |
||||
|
|
Total |
5730 |
5622 |
5993 |
|
|
Female |
2,922 |
2,836 |
2,988 |
|
|
Male |
2,808 |
2,786 |
3.005 |
|
Employees took leave |
||||
|
|
Total |
n/a |
102 |
99 |
|
|
Female |
n/a |
53 |
52 |
|
|
Male |
n/a |
49 |
47 |
|
Employees returning from leave1 |
||||
|
|
Total |
n/a |
99 |
98 |
|
|
Female |
n/a |
50 |
51 |
|
|
Male |
n/a |
49 |
47 |
|
|
Rate |
n/a |
97% |
99% |
|
|
Female |
n/a |
94.3% |
98.1% |
|
|
Male |
n/a |
100.0% |
100.0% |
|
Retention for at least one year after leave2 |
||||
|
|
Total |
n/a |
87 |
n/a |
|
|
Female |
n/a |
44 |
n/a |
|
|
Male |
n/a |
43 |
n/a |
|
|
Rate |
n/a |
85% |
n/a |
|
|
Female |
n/a |
83% |
n/a |
|
|
Male |
n/a |
87.8% |
n/a |
1 Assumes that a failure to return from leave occurred if an employee terminated within 14 days of returning to work; this leave type was not available in 2014
2 2014 and 2016 data based on 2015 due to availability of “parental bonding” leave type (2014) and timing of the one year window (2016); 2016 data not available due to timing of disclosure compared with the end dates of returns.
Performance Reviews
Regular performance reviews (excludes interns)
| 2014 | 2015 | 2016 | ||
|---|---|---|---|---|
|
Non-personnel management roles |
||||
|
|
Percentage |
99% |
95% |
97% |
|
|
Female |
98.5% |
95.2% |
97.3% |
|
|
Male |
99% |
95.5% |
97.4% |
|
Personnel management roles |
||||
|
|
Percentage |
99% |
98% |
99% |
|
|
Female |
98.5% |
98% |
99.4% |
|
|
Male |
99.7% |
97.9% |
98.8% |