At Aramex, we know that our growth and success is constantly driven by the knowledge, expertise and contributions of our people. We strongly value the diversity of our employees, and believe that the more diverse we are, the better equipped we are to deliver a great service. Given our light asset model, we see our employees as our most important asset.
This translates to our HR policies, which is why we seek to recruit and retain talented and skilled employees who represent a wide array of diverse ages, nationalities and cultural, academic and professional backgrounds. Moreover, we strive to empower each and every employee at Aramex, by providing a horizontal leadership model, training and career growth opportunities, and an inclusive work environment. Furthermore, our recruitment process is based on meritocracy, qualifications and ongoing assessment, and we regularly conduct inclusive interviews to ensure the right people occupy the right positions.
Our workforce gender breakdown is as follows
Given the nature of our operations which relies heavily on manual labor, ground operations and transportation, we find a higher number of men in our work force, especially as operations members.
The age structure of our employees is as follows
We aim for our compensation and benefits to be competitive in the industry, while also matching or exceeding local standards.
We offer equal remuneration to females and males. The only determinants of remuneration are skills and experience level
Aramex spent USD 271,156,860 in 2014 on employee compensation. This includes salaries and benefits.
We closely abide by local labor laws and social security laws, which govern employees’ retirement benefits. We guarantee health insurance cover for our employees, and where applicable in some countries – Jordan, for example – we provide additional cover for diseases such as cancer. We also abide by each country’s laws and regulations related to disability and individuality coverage. We also support our female employees by guaranteeing them paid maternity leave. We also provide them with other benefits to encourage them to return to work, such as flexibility in working hours, extended unpaid leaves, and nursing hours.
Furthermore, our human resources governance structure is founded on the principles set forth by the United Nation’s International Labor Organization.
It is our strict adherence to these principles that ensured that we had no grievances related to labor practices in 2014.
At Aramex, we are proud to hire fresh graduates and to grow management from within. Our employee years of service breakdown is:
Employee years of service
Our indirect employees, who are identified as employees hired from labor companies, are mainly based in India, and their benefits are provided by their direct employers.
RedLab allows each Aramex employee to work on their areas of interest. It goes above and beyond idea collection to actual incubation, bringing these ideas to life.
Creativity is a core value of Aramex. We actively work on fostering an environment of creative thinking and innovation.
In 2014, the Aramex Innovation center RedLab was launched to support and encourage innovation among our employees.
Whenever we work with recruitment agencies, we ensure that they adhere to International Labor Organization (ILO) guidelines and that their selection criteria are based on the candidate’s qualifications and experience, guaranteeing equal opportunities for all. Our male and female employees are entitled to equal compensation packages, determined solely on their qualifications: this policy is implemented across different managerial and departmental levels throughout the organization.
Its carefully-designed job rotation and practical on-the-job training structure equips employees with the necessary skills and knowledge they need to become future managers of Aramex.
We continued using our Health and Safety induction booklet for visitors to guide them on the specific site emergency evacuation procedures and general site safety requirements they should follow while in the facility. Similarly our Permit-to-Work (PTW) system is in place for any and all kinds of work carried out by subcontractors in a facility, to ensure the safety of personnel and equipment, along with subcontractor training programs.