Our People

Ensuring our employees are well trained, motivated and productive is an essential part of our business model. Our people are ambassadors of our business and reputation and we recognise their positive contribution to our performance.

We have over 600,000 people in around 45 countries. In a business such as ours, people are at the heart of delivering excellent service to clients and consumers. We operate a specific People MAP implemented across our business globally to ensure consistency in operating practices. It provides a simple framework of objectives, measures and actions.

Our key focus areas are:

People MAP


Recruit the right people, in the right way and reflect the diversity of the communities in which we work


Having the right rewards and benefits and work environment for people to want to stay with us


Ensuring that people have the right skills to do their job and develop careers with us


Connecting all our people to our goals, motivating them to achieve them and recognising their achievements


Having the processes in place to measure and continually improve individual performance

Human rights

As a global employer, issues such as responsible labour practices and human rights are very important to us. We recognise the importance of maintaining both visibility and transparency across our operations. We have a global whistleblowing programme, Speak Up, which is managed by an independent company, so that our employees and suppliers can raise, in confidence, any concerns they may have about how we conduct our business, or if they are witness to, or subjected to, any abuse of human rights.

Diversity and inclusion

We value the diversity of our people and strongly believe that the more our people reflect the diversity of our clients and consumers, the better equipped we are to service their needs.

Reward and recognition

Since 2012 we have included non-financial key performance indicators in the global leadership performance bonus scheme, such as health and safety and food safety metrics. In many of our markets, we operate a Be a Star employee recognition scheme which recognises and rewards outstanding performance in such areas as health and safety, teamwork, responsibility, and passion for their role.

Employee feedback 

Our global Your Voice survey provides feedback from colleagues around the world, on issues that are important to them. We use this feedback to shape our people policies and we work hard to create a positive, open working environment wherever we operate.

Case studies

Our First 'Women’s Chef Academy' in Turkey

Globally, only 50% of working age women are in the labour force, compared to 77% of men [UN 2015]1. We are committed to addressing this gender gap by helping women to find productive and decent employment. We have set a global commitment to promote gender equality, which includes having female chefs form 50% of our workforce by 2020. To achieve this ambition, we have established a series of programmes around the world.

In Turkey, our team are proud partners of the 'Women Chefs Development Programme', a Government-supported initiative which aims to support women in business, including the catering and hospitality management sector. As part of this programme, our team have partnered with the Turkish Government Employment Office to launch the first ever Women’s Chef Academy. Through this partnership we provide training seminars, on-the-job training and workshops for female participants. We are delighted that over 40 participants have successfully completed their training at the Women’s Chef Academy, a number of whom have successfully gained positions with us. Through this programme and other similar activities, over the last five years we have doubled the number of female employees in our Turkish business.

In the UK, as part of our Women in Food programme, we were delighted to host a ‘Women in the Food Industry’ forum. Guests ranged from apprentices through to celebrity female chefs. The key speakers for this event were Prue Leith, Emily Roux and Sabrina Ghayor, who participated in an open discussion and Q&A hosted by our Culinary Director. The event was designed to help recognise and understand issues that may discourage women from becoming chefs or continuing their career in the catering industry.

Looking ahead, we will continue to support women to gain fair and decent employment, through similar initiatives across our business.


Empowering young women in South Africa

Education is a human right – it empowers people to increase their wellbeing and contributes to broader social and economic gains. However, around the world there remains a gender gap in education – in sub-Saharan Africa, only 23% of girls finish primary school and the gap widens significantly in secondary schools. Subsequently, this impacts the employment opportunities available to women [UN Women 2016]1.

‘Take a Girl Child to Work Day®’, an initiative led by Cell-C, a well-known South African telecoms provider, is a respected movement across South Africa. First introduced in 2003, the campaign aims to impart knowledge to young women about future work opportunities. This year, our team in South Africa were delighted to be involved in this project by hosting a number of female students at our premises. Everyone was given the chance to experience first hand what it is like to work at Compass, meet our colleagues, and to shadow managers in different departments.

Students were also given an opportunity to have a unique meeting with one of our Executive Leaders. The pupils all received a Cell-C certificate and a Compass Group Cookbook.

We all enjoyed meeting and working with these inspiring young women, and hope this opportunity provides a practical step in supporting their future career goals. 



Gender-balance-57% Gender balance: Percentage of female employees


Management-diversity-24% Management diversity:
Percentage of management positions held by women 2018

Code of Business Conduct