People and culture are at the heart of our strategy. As such, we recognise that our richly talented and diverse teams represent our most precious resource. Supporting our employees via internal processes that encourage growth, development and ensure safety, we commit to the advancement and wellbeing of each individual.
Talent Development & Wellbeing
|Goals 2015||Progress 2010||Progress 2011||Progress 2012|
|85% retention of permanent employees||87.0%||83.2%||89.2%|
|78% Talent satisfaction with MCI sustainability performance and strategy||Not measured||Not measured||81%|
|80% Talent satisfaction with their work at MCI||Not measured||78%||80%|
|Gender balance of women in directors position||27%||38%||39%|
|14,200 hours of development and learning||5,018 hours||8,624 hours||10,996 hours|
At the end of 2012, MCI employed 1298 people in 47 offices, an increase of 184 employees compared to FY11. 62% of our total workforce and 39% of our directors are women.
Responsibility for the integration of responsible Human Rights, Labour Rights and Anti-Corruption practices is with the Vice President of People and Culture working in conjunction with the Group Sustainability Director and the network of regional and office HR managers. The policy and expectations for MCI Employee behaviour and actions on behalf of the company and its clients are specified in the MCI Code of Business Ethics.
MCI Core values
At MCI, we are building an organisation that is profoundly human. We are focused on creating a culture of care and responsibility; a dynamic community that shares dreams and respect for others, that thrives on diversity and promotes entrepreneurship and fun.
In 2012, we looked deeply into the values and principles that serve to build our culture. As a result, MCI’s core values were rejuvenated to bring the teams closer together and give meaning to our company’s activities. They clarify and sustain our efforts in an ever changing environment. The four values are:
Living by growth, fuelling our dreams
What it means – Hungry for success and growth… for us, and our clients.
Promoting entrepreneurship, teaming up with joy
What it means – Being passionate and free to explore and get inventive. Our drive makes teamwork magical.
Believing in people, thriving on diversity
What it means – Actively promoting the diversity (cultural, religious, sexual orientation) of people, seen as a source of richness
Building fair relations, seeking perfection
What it means – We want to be the best, do the best and give the best. We’re striving for greatness
Educating our staff around the world about how to express and live our core values is a key focus in 2013. In the first quarter, our Leadership Team embarked on a global tour to meet all of our employees and reach them with our message. Discover more about our core values.
Our team speaks 58 languages and come from 54 countries. This diversity fosters an international mind-set that enhances innovation and our ability to work cross-culturally to expand into new markets, giving us a better understanding of the societies in which we operate. We’re building an organisation that actively promotes diversity in all its forms including culture, race, ethnicity, age, gender, sexual orientation, gender identity and physical ability. As a company, we strive for gender balance at all levels and throughout all of our global teams.
In total 62% of our staff our women (63% in Europe, 59% in Asia and 66% in Americas). 39% of our directors and 46% of our management team are women (49% Europe, 38 Asia Pacific and 50% Americas). 78% of staff are permanent, 13% fixed term contracts and 7% intern trainees or apprentices.
Gender Split by Business Area
|Business Areas||Male||Female||Grand Total|
Age Diversity at MCI
|30 - 50||56%|
At MCI, we want to create long-term relationships with our Talent that build business and personal success. 78% of our workforce currently has permanent employment contracts (3% increase from 2011), 13% have fixed term contracts, 3% are freelancers and 6% are interns/trainees. We integrated a code of ethics into our Employee Induction and in 2013 we will work to implement improved anti-corruption procedures and control processes.
We hired 525 new Talents and had 368 departures in 2012 (73.6% women). Our retention of permanent employees was 10.8%.
Employees per Contract Type
Talent development at MCI is powered by MCI Institute. As our internal global learning provider, MCI Institute offers quality, innovative and relevant learning and development opportunities, enabling talents to develop the knowledge, skills and abilities to outperform. Our Talent development strategy combines a powerful combination of formal and informal learning channels incorporating a wide range and depth of topics. From leadership development to technical and functional skills, we ensure that at MCI, making our talents successful remains a key priority.
Talent reviews play a key role in deepening the strength of our teams. Every Manager is responsible for assessing and developing Talent in the organisation. In 2012 90% of all employees received a career development review. The Managers are accountable for improving the performance, potential, diversity and continuity of their teams whilst ensuring the highest return on investments in our Talent. The Employee also has the opportunity to share ideas, concerns and issues that can improve team performance. This comprehensive career approach strengthens our Talent with critical experience and the leadership skills they need to achieve MCI`s business objectives and realise their own potential.
To ensure that we have the leadership and skills required for MCI to continue to grow, in 2012 the MCI Institute:
- Delivered 10,996 hours of learning and development (a 28% increase over 2011)
- 3352 people enrolled in MCI Institute programs (a 76% increase over 2011)
- In 2012, the number of online topics and hours delivered increased by 56% from 2011. This resulted in a 71% increase in enrolments to online sessions compared to 2011. Overall in 2012, online enrolments accounted for 68% of all MCI Institute learning programmes. (This focus on online learning helps us reduce the carbon emission generated by our education programmes and their associated travel costs.)
- 68 MCI Managers participated in the flagship Online Management Development Programm – Harvard ManageMentor®
- 64% of training attendees were female.
Over the last few years our HR and Sustainability Teams have increasingly worked together to integrate sustainability principles into all aspects of the Talent management process. This starts with recruitment and proceeds to include induction, training, career development and performance management. In 2012, we improved our IT systems to allow us to improve the measurement of these new processes.
July 1st is MCI Dream Day – a special moment when MCI employees come together in a workshop to recognise achievement to date, and to focus on their personal, family and professional dreams. It is not only about inspiration but also about taking action and making a plan to allow your dreams to happen.
Our Dream programme has a goal is to create a culture of creation, self- actualisation and teamwork. Our Talents’ dreams are shared on our “Dream Wall” on the MCI Intranet and they are encouraged to work together to help each other achieve each other’s goals either in their local office or across the world.
The 2012 Dream Day was a huge success with 800 of our Talents coming together to make plans for the future. 94% of all participants agreed that the event was motivational, inspiring and helpful in visualizing and planning their dreams.
Listen to our CEO, Sebastien Tondeur share his dreams and his visions about the MCI Dream Day.
Our employees have been actively engaged in shaping our sustainability journey. Every year we conduct two surveys: The MCI Talent Satisfaction survey and the MCI Talent Sustainability Survey
The MCI Talent Satisfaction survey
722 Talents completed the survey that was conducted in July 2012
- 80% of respondents are satisfied with their work at MCI.
- 80% would recommend MCI as an employer
- 78% are satisfied with their direct Manager
MCI Talent Sustainability Survey
560 Talents responded to the survey conducted in March 2013:
- 98% of employees say that it is important that MCI is concerned and accountable for social and environmental impacts of the business.
- 81% say they feel more engaged to work for MCI due to the Sustainability Programme.
- 32% are proud of our sustainability initiatives.
- 62% report having changed the way they work.
- 72% believe that MCI is an example to follow when dealing both with the interests of the meetings industry and the community
Responses within the survey of MCI Sustainability programme yielded great passion for the initiative:
- “CSR was already very important for me before joining MCI. It was rather the other way round – I joined MCI because of our CSR strategy”
- “I am proud to work for a company that embraces CSR and is seen as a thought leader in this area”.
“Keep up the good work, excellent and very inspiring to be part of a company which is taking a leader role.”
- “I think it is an excellent initiative, not only for our clients and the business, but it provides another opportunity for teams within an office (or country) to interact”.
The following chart summarizes our employee perception of sustainability risks that face MCI.
Our staff were constructively critical of our programme, and requested more education, more communication, more middle management support and more focus on doing the basic actions consistently well in our offices.Their input demonstrates that sustainability is an ongoing project, and include their feedback into the refinement of our sustainability strategy and actions.
We take our responsibility for Health and Safety seriously. Over the years we have seen a steady rise in the number of natural disasters, social unrest and terrorist acts that have and will continue to affect our business. Our understanding of climate change and the underlying social issues has encouraged us to become a pioneer and industry leader in Health, Safety and Sustainability practices. Not only do we see this as a responsibility but also as a competitive differentiator.
We promote and manage a healthy and safe working environment for employees, partners and clients. Led by our HQ Health and Safety Team, we have developed a team of 22 Health and Safety Coordinators who have the responsibility to ensure safe and secure operations around the world. Our goal is to train all staff in basic Health and Safety issues and so far over 500 MCI employees have participated in our internal training programme.
Our offices are audited for Health and Safety on an annual basis and our leadership teams are trained in how to implement a crisis management plan in the event of an emergency.
In 2012, our Event Safety and Sustainability (ESST) Tool went into mainstream implementation and 76% of all MCI events were assessed for security and sustainability risks. Our goal is to assess 100% of all our events and we are aiming for 90% in 2013.
Mind, Body and Spirit.
The events industry can be demanding on the body with tight deadlines, high pressure projects and international travel, this makes it especially important for a business like MCI to promote health, nutrition and exercise programmes in our offices to help keep our Talents fit and healthy. Our Sustainability and Health and Safety champions have been increasingly collaborating together to integrate Talent Wellness Programmes into our Sustainability Strategy. The following video from MCI Dubai is a great example of this holistic approach, which is serving to not only improve health but to motivate and inspire our staff.
Earthquake Safety Vancouver
Our entire Vancouver office focused on getting emergency-ready for the possibility of an earthquake in Vancouver with an Earthquake Preparedness Session hosted by the office and attended by all Talent. An earthquake Safety Manual was developed for the office, six team members achieved First Aid certification and Disaster Kits were purchased for the office and for our Talents’ homes.
Brussels Wellbeing Week
For the third time, the MCI Brussels office organised a Wellbeing Week, comprising of a host of activities including daily health tips, a smoothie-making workshop, skipathon competition, a triathlon, healthy cooking workshop, good sleep workshop, yoga session and a wellbeing quiz.
Our UK offices launched a ‘health week’ promoting good living across the country including Petersfield, Oxford, Glasgow and Belfast. Activities included a healthy bake-off with teams competing to make the best healthy treats whilst raising money for The Alzheimer’s Society charity by competing on an exercise bicycle and attending an outdoor session of yoga.
Having heard all about MCIs CSR activities and office actions in my interview, it made me even more enthusiastic about the potential prospect of working for a global company with such great core values.
Within today’s press it is more often you hear about how large Companies and Corporations have poor business ethics and do not pay tribute to their surrounding communities and key stakeholders. Upon beginning to work for MCI it provided me with a sense of satisfaction working for a company that takes CSR and sustainability so seriously.”
Joe Keble, PCO