Enhance gender balance in our workforce and empower women across the entire value chain
We want Nestlé to be a gender-balanced and truly equal workplace that can serve as an example to others.
Why it matters
Gender equality and women’s rights, education and empowerment are critical to our business. However, women continue to face challenges in the global workplace, from under-representation in business management generally, to a lack of access to training, tools and finance for agricultural workers. Our initiatives tackle these issues throughout our value chain.
Gender inequality affects people and places all over the world, from boardrooms to cocoa farms. Our initiatives aim to address this problem wherever we find it.
What we are doing
The initiatives we’ve launched to create gender balance are starting to bear fruit.
Be a gender-balanced company by creating the enabling conditions in our work environment to achieve annual increases in the percentage of women managers and senior leaders (market management members).
Our result: 43.2% of Nestlé’s manager positions are held by women. 31.8% of Nestlé’s senior leadership roles are held by women.
The livelihoods of women have been improved in five priority sourcing locations.
Our result: We have so far made progress toward this objective in Colombia, Pakistan, Turkey and C?te d’Ivoire.
Our pledge to achieve equal pay even faster
At Nestlé, we aim to provide a workplace that generates equal opportunities for everyone, and in which people are treated with dignity and respect. In line with our commitment to enhance gender balance at all levels in our workforce, we further pledge to work to achieve equal pay for our employees.
In September 2018, we pledged to accelerate the pace toward equal pay for equal work. We made the announcement at an event on the margins of the September 2018 UN General Assembly in New York. Organized by the Equal Pay International Coalition, the event aimed to build a consortium of partners committed to closing the gender pay gap and achieving equal pay.
Diversity and inclusion are an integral part of Nestlé’s culture, and since 2011 we have increased the number of women in leadership positions every year. We’re proud of the work we’ve done, and we look forward to being part of the move toward greater equality.
Addressing gender inequality among coffee growers
We believe that gender equality can drive sustainability, and we developed a gender analysis tool to explore the employment issues that women around the world face – and what the solutions might be.
The analysis tool was created in partnership with as part of our Nespresso AAA Sustainable Quality? Program to help us understand gender equality within the coffee supply chain. In 2017, we tested it in Indonesia, Guatemala and Ethiopia, and reported the results at the end of the year.
Using these insights, we developed a gender equality strategy for our AAA Sustainable Quality Program. Through this, we aim to empower women and reduce gender disparities.
Supporting women in the hazelnut supply chain
We partnered with the , the and our hazelnut supplier to create a more sustainable supply chain by empowering women.
Women face difficult working conditions in the hazelnut supply chain and child labor is a major problem. Though many women work, they are still economically dependent on husbands and fathers and are often unable to attend training activities.
Across 20 villages in Ordu, Sakarya and ?anl?urfa, we trained women workers on labor rights and leadership skills, as well as helping to improve their financial literacy. We implemented educational programs and established a toy library for children. We also promoted dialogue and joint initiatives that could help women independently pursue better conditions.
We also worked with our other key hazelnut supplier on the Strong Women, Strong Farming program, which promoted and supported the women who own or are part of families that own hazelnut-growing gardens. Through training and workshops, the program aimed to recognize the participation of women in the hazelnut supply chain. It also ensured women could increase their incomes.
Read more about the work we’re doing to empower women when sourcing hazelnuts.
First-ever Women in Manufacturing Award goes to Nestlé Professional
Nestlé USA Professional won the inaugural Women in Manufacturing Award for its work pushing for greater gender quality in the food industry. Sponsored by the Women’s Foodservice Forum and the International Foodservice Manufacturers Association, the award honors food-manufacturing companies that are committed to advancing women leaders.
We have joined the – is a pilot project that aimed to build sustainability into Colombia’s coffee crops and to improve the welfare of the people that grow it. It lasted from 2013 to June 2018. A collaboration between Nestlé, the , the , , the , and researchers from and , the project focused on four key areas:
- Clean technology transfer: Water conservation and treatment after the coffee-washing process.
- Healthy ecosystems: Improving soil health through agroforestry and bioengineering, and conserving important water areas.
- Knowledge generation: Developing a water and climate monitoring system to prevent crop damage due to extreme weather events.
- Co-operation and participation: Engaging with the public and private sectors, academia and civil society.
At the heart of the project was the belief that empowering women in these communities will help to transform the coffee farms.
Poor environmental performance on a farm is almost always because of a lack of knowledge, and and the on the Dairy Project, an ambitious and wide-ranging initiative that aims to boost the health of the country’s dairy industry. Pakistan is one of the world’s largest milk producers, but it suffers from seriously low yields. By training nearly 10?629 dairy farmers and upgrading farms throughout the country, the project aimed to make farms more productive and profitable.
One of the most important elements of this was empowering rural women. Women already play a crucial role in the country’s dairy sector, and in the life of rural communities. We wanted to recognize their work and make it economically viable.
Through the project, we gave rigorous training in basic animal husbandry and livestock management to more than 3400 women in 2018, many of whom were unemployed and marginalized.
As well as breaking down social taboos about women working in the fields, this training has enabled these women to set up their own businesses as Women Livestock Extension Workers ( to work with two women’s associations on investigating what grievance mechanisms were available to women in cocoa-growing communities. As the FLA learned more about the unique challenges these women face, it updated the project’s objectives to reflect their priorities, in particular, increasing incomes.
Throughout the country’s cocoa-growing regions, it’s clear that getting better incomes into the hands of women will bring numerous benefits. That’s why ‘income-generating activities’ is one of the key remediation actions in our Child Labor Monitoring and Remediation System. When we find pockets where child labor is common, we help the women in the area work on a communal activity that will generate income – this should significantly reduce risk, and we’re currently evaluating exactly how effective it is.
Through the , we have also looked to support women who want to grow their own cocoa – like with AFPCC, a co-operative of around 600 women led by Agathe Vanié. In 2010, it joined the Nestlé Cocoa Plan and we provided them with high-yield, disease-resistant seedlings.