Engaging with our peopleto help tackle discrimination against LGBTI people in the workplace. Our purpose is to enhance quality of life and contribute to a healthier future, and these standards help us promote the inclusion of all communities into our workforce.
We strive to promote a culture of respect and equality in our workplace. Diversity and inclusion are integral to our culture. It’s one of the ways we bring our values to life.Beatrice Guillaume-Grabisch, Global Head, Human Resources
By collaborating with external networks, we are raising awareness about LGBTI issues around the world while respecting regional laws.
As part of our commitment to improving inclusivity for LGBTI people, we have also joined the program in the UK and Ireland. This program allows us to work in partnership with Stonewall to ensure all LGBTI staff are accepted without exception in the workplace.
In the US, both Nestlé Purina PetCare and Nestlé USA scored 100% on the 2018 . The on December 3, 2018 with a number of activities and actions.
At an Alliance for YOUth session at the Austrian Federal Economic Chamber, we unveiled two collaborative initiatives to support people with disabilities.
In partnership with WUK, an Austrian government foundation that supports the integration of young people with disabilities into the labor market, we hold job coaching sessions on a regular basis and offer job experience to young people with disabilities. We also outsource our display production in Austria to FAB, a nonprofit that runs workshops for employees with disabilities. As Nestlé Co-Packer, the organization employs over 90 disabled employees and produces 150?000 displays a year.
In France, we signed our second Disability Group Agreement, which is built on three pillars:
- Job retention for people with disabilities.
- Recruitment and integration of people with disabilities.
- Training and communication to make mindsets progress on the topic.
Since 2016, Nestlé France has recruited 63 employees with disabilities, launched 8 regular communications, made 260 workplace adaptations and trained 269 employees to help mindsets progress on the topic.
We want all our employees on the lowest salary and benefits levels to receive a living wage, which covers their needs according to local standards of living. We have therefore been working with Business for Social Responsibility (BSR) since 2014 to assess pay rates globally. While relatively few gaps were identified during the first few years, these were addressed by April 2017, the only exceptions being certain joint ventures and those countries where reliable measurement was not possible due to local civil conflicts or extreme economic conditions (such as hyperinflation). This is a major achievement that few other companies have managed.
During?2018, the initiative continued with BSR reconfirming the living wage rates for 38 countries, which had to ensure they had continued applying the living wage rate as part of the three-year recheck exercise. We are proud to say that all 38 countries have confirmed that all employees are paid above the living wage rate determined by BSR. We will continue the recheck exercise with the remaining countries in 2019 and 2020 and beyond in order to ensure that Nestlé remains a living wage employer globally.
People make the difference at Nestlé. Ensuring our employees are engaged, fairly remunerated, and have the skills and knowledge not just to perform in their roles but to grow, develop and feel fulfilled is essential for us to prosper as a company. It is one way we bring our values, rooted in respect, to life.Chris Johnson, Head of Group Human Resources & Business Services
Engaging with labor rights organizations
We believe in the importance of positive relations with trade unions, and respect our employees’ right to engage in union activities. Disputes sometimes arise but, through our policies, principles and values, we aim to ensure they are settled openly and transparently. In 2018, 69 labor disputes took place globally, compared with 64 in 2017. The average percentage of working time lost due to labor disputes, strikes and/or lock-outs decreased slightly to 0.02%.
As we seek ways to improve our labor practices, we continue to engage internationally with the International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations (IUF), business organizations and UN-led bodies, regionally with the Nestlé European Council for Information and Consultation and locally with unions and federations, external experts and other companies. In 2018 we presented to the IUF our project on improving human and labor rights in the Thai fishing industry, as well as our projects in palm oil, plastics and waters.
In 2018, Nestlé signed a memorandum of understanding with the International Labour Organization (ILO) with the objective of engaging in a strategic collaboration for several thematic areas within the framework of the ILO Centenary in 2019. Nestlé will utilize internal and external communication channels to highlight our commitments to human rights and our contribution to those Sustainable Development Goals (SDGs) which are aligned with the ILO’s mandate. The initial phase of the collaboration will focus on the human right to social security and our partners’ related corporate policies that embrace this right.
Performance and development
At Nestlé, we have a strong performance culture grounded in a deep belief that supporting and developing our people is what helps us create the leaders of the future. Performance and development can be supported through 360-degree feedback on how individuals and the people with whom they work perceive their skills and behaviors.