Gender Balance Initiative
We see gender balance and diversity as a cultural and business asset, rather than a necessity driven by talent gaps, demographic change or regulation, and we’ve made a public commitment to enhance gender balance across our company. Diverse teams are more creative, inclusive and competitive, and better reflect the markets we serve. They’re also critical to us because we are a growing business, and we need the best talent.
We have been investing in our Gender Balance Initiative since 2008, with a focus on awareness and education, flexible working, mentoring and mobility solutions.
As well as ensuring gender equality across the company in general, we’ve made important progress towards greater representation of women on our management teams. By 2018, we will create the enabling conditions in our work environment to achieve annual increases in the percentage of women managers and senior leaders (market management members and key roles at the Headquarters) so that we can achieve our goal to be a gender-balanced company. In 2013, 31% of our managers were women, 19% of whom were in senior leadership roles.
However, more remains to be done, and removing all gender-related barriers to women reaching management positions will continue to be a long-term priority.
We are taking steps to ensure that there is a minimum of one woman or man in every succession plan for key roles, ensuring development plans are in place for high potential women and tracking our progress in this area.
Parental support initiatives
We offer maternity and paternity leave according to the relevant legislation in the countries where we operate.
In Japan and Italy, we now offer two weeks’ paid paternity leave for new fathers, while Nestlé Hungary has been named in the Top 10 diverse and family-friendly organisations for its efforts to improve employee engagement. Maternity leave in Hungary is three years. To ensure communication and transparency with employees on maternity leave, ongoing dialogue with mothers helps to understand their expectations on returning to work. Mothers and their children are also invited into Nestlé Hungary headquarters throughout the year for business updates and to maintain contact with their line manager.
We also offer additional support to parents, including crèches at approximately 10 head office locations and breastfeeding rooms at 150 sites around the world.
Return-to-work and retention rates after childbirth are recognised indicators of work–life satisfaction, and gender balance. In 2013, the return-to-work rate of employees who took parental leave was 88% for women (2012: 89%; 2011: 70%) and 89% for men (2012: 92%; 2011: 79%).
Promoting equality in Spain
In July, Nestlé Spain set up an Equality Commission made up of an equality representative from every work centre in the company. The commission is developing a single Equality Plan which will cover all workplaces and will incorporate both corporate-level and local actions. It will meet twice a year to identify and facilitate action that promotes equal opportunities for everyone.