Empowering women is a key part of our approach.
Our goal is to ensure women feel supported, valued and respected. We have been working to balance the gender makeup of our workforce, and are actively creating a gender-balanced leadership, by increasing the proportion of women in managerial positions, including in our most senior executive posts.
Our Gender Balance Acceleration Plan aims to increase the proportion of women in our top 200+ senior executive posts. We carefully monitor our succession planning to ensure that we have the right pipeline for our most critical business roles and provide career support and guidance through our Senior Leader Development Roadmap (Corporate Mentoring Program, Senior Leaders Development Assessment Center and Senior Executive Program).
Outside our own operations, in the agricultural communities that cultivate and process our raw materials, we are also working to change the economic, social and cultural outlook for women through a host of different programs that aim to teach the skills required to increase farms’ productivity, build better businesses and improve livelihoods.
Better reflecting the society we serve
Empowering people in our business and value chain
We are proud of the progress we have made so far to empower women, particularly within our own workforce. We are determined to maintain the pace of change. To help that purpose we also look to other companies, working in partnership to hold up a mirror to ourselves and ensure we can collectively progress.
But we know there is more to be done, particularly within our supply chains. We have learned there is a clear link between higher levels of women’s education and reduced risks of child labor. Stressing the importance of remaining in education, providing literacy and numeracy courses and running tailored agricultural training programs are all part of our efforts to support women, their families and wider communities. We remain committed to furthering the prospects of women as key agents of change towards a regenerative food system.
Addressing sensitive issues
We constantly review our policies and guidance documents to ensure they reflect the latest thinking on sensitive issues, evidenced by our Policy Against Discrimination, Violence and Harassment at Work, and ongoing training on unconscious bias. We have also put in place Global Guidance for Providing Support to Employee Victims of Domestic Violence or Abuse.
Creating an inclusive culture for new parents
We support new parents. By the end of 2022, all primary caregivers in the company will gain the right to a minimum of 18 weeks paid leave to care for new children. Secondary caregivers will also receive four weeks minimum leave. The Nestlé Global Parental Support Policy (pdf, 3Mb) is gender neutral and applies to biological or adopted children. We encourage colleagues in different countries to go beyond these minimum standards and create a forward-thinking policy that is right for their market.
Being transparent in advancing women's issues
We believe in being open and honest when it comes to reviewing our progress against the goals we create for ourselves. By opening ourselves up for criticism, it ensures we remain accountable. We are proud that the Bloomberg Gender Equality Index recognized Nestlé for our transparency in gender reporting and advancing women’s equality in the workplace for the third consecutive year. We are also delighted to feature in the European Round Table for Industry’s Diversity & Inclusion Toolkit of best practices.