Diversifying talent at Nestlé will focus on attracting, engaging and developing people to ensure the right mix of talent to meet current and future business needs.
STATEMENT OF SUPPORT: Nestlé CEO's statement of support for the UN Women's Empowerment Principles
Nestlé has signed up to the Women’s Empowerment Principles: a partnership initiative between UN Women and the UN Global Compact comprising a set of seven steps that business can take to advance gender equality and empower women.
Gender Balance initiative
We formalised our approach to gender issues through the Gender Balance initiative launched in 2008.
Gender Balance: Our achievements so far and ambitions for the future
Ultimately we want gender balance to become a cultural and business asset, rather than a short-term necessity driven by talent shortage, demographic change and regulation.
Currently, our gender balance strategy focuses on:
- Improving the diversity of the group talent pool as we grow in specific countries, and to meet our global talent needs, and
- Developing people with both local knowledge of identified growth markets and global Nestlé business experience along with our principles and values.
Improving gender balance in management teams
We aim to remove all gender-related barriers to men and women. In particular, we have made important progress towards improving the representation of women on our management teams, moving from 15% in 2008 to 21% in 2012 (2011: 20%). While this is encouraging, we will continue to carry out communication and succession planning and remove all gender-related barriers to women achieving management positions.
Promoting dual careers
One challenge faced by Nestlé and other multi-nationals is that increasingly, our employees are in ‘dual-career relationships’; a partner’s career may lessen their own desire for mobility. In response, we have led the International Dual Career Network (IDCN) initiative. This consists of around 20 international partner organisations facing similar issues of career and work continuity for their employees’ partners. Now a year old, the IDCN provides a network to help partners get back into work – as well as providing a great pool of professional talent to recruit from.
An inclusive workplace is one where everyone, regardless of their perspective, skills or abilities is able to contribute and progress.