Ms Julie Mernagh:

We also support the recommendation for a couple of reasons. We have many debates when we introduce new policies in Vodafone Ireland. We are always challenging ourselves and asking what barriers exist that we need to remove for our employees. We always end up landing on the idea that having a specific policy to address a specific issue is the right way to go. We have anecdotal and direct feedback from employees whenever we introduce new policies such as those around domestic violence that by having something on a specific issue, they are given that permission to ask for help. It also stimulates a company-wide conversation. That is the second lesson learned by introducing such a policy. Our power against domestic violence is openly talking about it in the organisation. That is not always easy. It can be incredibly difficult. You have to get extremely strong buy-in from senior leadership. That is another key lesson that we learned. The CEO and leadership team need to be really bought into this. They need to be role modelling it and advocating from the top. Having a direct policy in place that sits alongside all the other policies that exist opens up the conversation and empowers people to raise their hands and ask for help. We know from direct feedback that has made a difference and has helped put in place safety plans to help people and save their lives.