Employer of choice

At DPDgroup, we believe that our greatest asset is our workforce. As an organisation made up of 68,000 delivery experts, our aim is to lead a responsible business where everyone feels empowered to engage in the Group’s mission and purpose, and is able to contribute to promoting business success and customer satisfaction. By engaging with our workforce, we ensure each and every individual helps to create a responsible, innovative and empowered culture.
Being a responsible employer also means doing business in an ethical manner at every level and within every business units of the company. This is the responsibility of both our business and employees, and remains an overarching commitment of DPDgroup.

2017 key figures

business units have implemented our code of business conduct.
staff are on permanent contracts
DPDgroup trained 65% of its employees, representing 45,168 training days in total.

2017 actions

  • Employee empowerment programme (DNA) has been implemented in 6 countries
  • GeoPost has updated its Code of Business Conduct with a section dedicated to the detection and the prevention of the corruption.
To become the Employer of Choice
  • Providing a mindful, respectful and ethical workplace for all employees and partners is inherent to our business and an aim to which we all contribute in our day-to-day practices.
  • On the path to being an employer of choice, we focus on two fundamental pillars of our business: Our People and Our Ethics.

Our People


Our people

The Courier, Express and Parcel industry is a large employer that relies heavily on its workforce. At DPDgroup, each business unit is responsible for adopting a tailored approach to human resources, in line with country requirements and local needs. This is proven by our award-winning DNA, a programme empowering each and every one of us to respond effectively to the challenges and needs of each country.
Employee Empowerment

The DNA programme is DPDgroup’s employee engagement tool. Originally created for and by DPD UK, this programme aims to help each business unit engage its workforce around a compelling vision and strong leadership. Starting with a unit-wide reflection around mission, vision and values, each unit creates a simple communications plan. This is then integrated into everyday systems, processes and training, and rolled out to all employees and subcontractors. This approach has helped transform DPDgroup from a logistics-focused culture to a services culture.

We have already implemented DNA in six countries, with three more scheduled for 2018.


“We established the DNA programme at DPD UK to help create a more cohesive working culture. The objectives of the programme were fourfold:

1/ To motivate all employees

2/ To share one single focus

3/ To support the development of employees

4/ To empower employees and value their contribution.

Identifying its DNA – its vision, mission and values – and communicating it well, has led to 92% of employees understanding what they can do to contribute positively to the strategy. Additionally, DPD UK achieved its vision two years in advance, and was included in the Sunday Times Best Companies to Work For list in both 2016 and 2017.

DNA – David Poole, HR and Training Director at DPD UK, creator of DNA programme

“DNA is a cultural transformation project designed to help people to change. Defining DNA for SEUR was easier than I thought at the beginning because it was received very well. We decided to get as much employee participation as we could to ensure it reflected our values. More than 140 employees participated and worked with great enthusiasm to ensure SEUR’s DNA was identifiable to all. Now, the aim is that it really reaches every corner of the company in order to achieve our vision: To be the most desired company by customers and employees in our industry.”

Itxaso Larrangana - People and CSR director, SEUR
People and diversity
As a major employer, DPDgroup employs over 68,000 people, including employees and subcontractors. Of our total internal staff, 78% have permanent contracts.
In a traditionally male dominated industry, 28% of roles at DPDgroup are held by women. This proportion reaches 54% in central support functions. Conscious of this disparity, we are taking action to help foster more gender diverse teams.
Human rights
GeoPost signed a global agreement on human rights and freedom of association with the UNI Global Union in March 2017, confirming its commitment to respect human rights in line with the International Labour Organization's Fundamental Principles and Rights at Work, and the UN Guiding Principles on Human Rights.

“This agreement is a significant breakthrough, and is the first time that one of the delivery parcel giants has signed an agreement with a global union.”

Philip Jennings, UNI Global Union General Secretary
Health and Wellbeing
DPDgroup is striving to become an employer of choice for the sector in every location where we do business. We are doing this in multiple ways: through improving pay and benefits to adopting a globally consistent set of values to promoting a sense of belonging and a good work-life balance.
The group signed the European Works Council (EWC) Agreement in 2008, followed by the European recommendations on Quality of Life At Work in 2015. We are committed to running an Employee Opinion Survey within all European Business Unit every two years, and follow it with tailored action plans to improve employee satisfaction. In 2016, around 75% of DPDgroup employees in 17 countries responded, with 80% voicing their satisfaction with their working environment.
Recognising the varying levels of maturity within different business units, we organise frequent HR seminars, as well as an annual European Work Council, gathering HR directors from each business unit, and sharing best practices from multiple countries.

“In 2017 DPD Poland won for the second time the Leader in Human Resources Management Award under patronage of the Ministry of Employment and Civil Policy bringing further recognition of our efforts to support our employees.

To evaluate our performance, the Ministry audited our HR policies (e.g. on training or compensation), KPIs (e.g. for internal recruitment, diversity, absenteeism etc.), and development opportunities. In particular, our focus on training, skills development and wellbeing made the difference.”

Marta Westrych, HR Director, DPD Poland
Skills and training
Training is an integral part of the way we do business. We believe that each and every one of us should benefit from it. More than 21,000 employees participated in at least one training session this year. Overall, DPDgroup provided more than 520,000 hours of training, of which 35% was delivered to subcontractors. Our focus on training forms part of a larger LISE (Learn, Improve and Share Expertise) programme: a user-friendly platform that consists of e-learning courses on service culture and soft skills for sales and customer service teams, drivers and managers.
In 2017, we developed an induction programme based on four learning sessions. In 2018, we plan to translate the content at no cost for our business units and deliver shorter induction modules for drivers.

“DPDgroup’s new e-learning induction programme combines both technical and cultural information. Training modules are fun, interactive and easy to remember. Also, you feel that you’re not only a part of your national business, but also a part of the wider DPDgroup!”

Aušra Laurinavičienė, training specialist DPD Lithuania

DPDgroup aspires to be the company of choice for our subcontractors. Our aspiration is to establish a positive and mutually beneficial relationship with our partners. Driver commitment to providing a great service is paramount and crucial to our continued success, and we will forge a new programme to improve this relationship.

DPD Poland supports subcontractors by negotiating a range of discounts on products and services such as private health care programmes, phones, cars and life insurance.

DPD UK has a strong commitment that drivers will be the best paid in the industry. DPD UK will also give all drivers the opportunity to apply to change contract type - i.e. move between employed, Owner Driver Workers and Owner Driver Franchisees.


Corporate responsibility implies conducting business in a responsible way with a long-term view, going beyond commercial interests and compliance to make a positive impact in society. Business ethics relates to guidelines for business conduct based on universally recognised standards of what is right and fair.

DPDgroup’s ethical stance, which can be defined as our global framework to the whole group, is based on the five values we share with GeoPost:


Ethical business practice is also reflected in the four commitments of the group’s service culture:

Care about the person,
not just the parcel
Recognise and
respond to
each customer's
Think ahead and act fast
to reassure
Create a smile
with every
Code of conduct

In order to integrate the group’s ethical stance into our daily work, GeoPost has developed a Code of Business Conduct, established in 2012. This document can be used by employees and partners at all levels of the company to guide their decision-making and interactions with internal and external stakeholders.

Our Code of Business Conduct is inspired by various sources, from the Responsible Procurement Charter to the Conventions of the International Labour Organization (including on forced labour, health and safety of workers, discrimination, pay, freedom of association, and the right to organise and bargain collectively). It encompasses topics such as respect towards others, confidentiality, privacy, integrity, conflicts of interest, fair competition, employee health and safety, diversity and personal development.

We review the Code frequently, and updated it in 2017 with an anti-corruption chapter.

We require all GeoPost and DPDgroup employees to adhere to the Code, as well as consultants, subcontractors and other external service providers acting on behalf of the group. Compliance with our Code of Business Conduct is a mandatory component of our employment contracts.

GeoPost business units are required to roll out the Code of Business Conduct in line with their activities and domestic laws.


DPDgroup has developed a governance system that promotes the implementation and respect of the Code of Business Conduct. At country level, each business unit has an Ethics Officer in place, while at corporate level, the group benefits from an Anti-Corruption Officer and a Competition Compliance Officer, roles created to help implement our fair competition and anti-corruption programmes.

Employees have various means at their disposal to report breaches of the code: they can contact any of the above offices directly, or use our whistle-blowing system, which guarantees complete confidentiality.

Our sustainable procurement approach

In 2017, we developed a group-level Sustainable Procurement Charter, based on the International Labour Organization and the UN Global Compact. We will roll it out in 2018, requiring our suppliers to sign it. The Charter addresses issues relating to social and environmental practices, ethics and anti-corruption. In 2018, DPDgroup will continue to share best practices within the group and work on guidelines and training tools to raise awareness of the importance of sustainable procurement.

The Duty of Care Act was enshrined in French law in March 2017. It obliges large companies to establish and implement a vigilance plan with measures to identify and prevent social, corruption and environmental issues resulting from their activities and those of the companies they control, as well as the activities of subcontractors or suppliers on whom they have a decisive influence. DPDgroup is contributing to the vigilance plan that will be made public in Le Groupe La Poste’s annual report.

A focus on anti-corruption

As per our Code of Business Conduct and consistent with our commitment to the UN Global Compact Principles, DPDgroup prohibits all forms of corruption in our dealings with stakeholders. We apply the three key principles that govern Le Groupe La Poste’s anti-corruption plan: Zero Tolerance, Everyone Concerned and Everyone Vigilant. In line with the French law Sapin II, introduced in 2016, DPDgroup is implementing an anti-corruption compliance programme. This includes a risk-mapping of our activities finalised in 2017, internal whistle-blowing systems for each business unit, employee training and supplier evaluations.

Personal data protection

To comply with the new General Data Protection Regulation (GDPR), GeoPost is rolling out an action plan within DPDgroup, integrating data protection changes throughout the organisation’s processes and culture. To do so, each European business unit has been required to appoint a person in charge of data protection. GeoPost supports the GDPR community of DPDgroup by providing materials and assistance regarding open points.

Since beginning of 2017, any central projects involving personal data are managed in accordance with the privacy by design approach, as required by the GDPR.