Nestlé in society Creating Shared Value and meeting our commitments 2015

Nestlé in society:
Creating Shared Value
Nutrition, health
and wellness
Rural development
Water
Environmental
sustainability
Human rights
and compliance
Our
people
G4-27, G4-26, G4-56, Employment G4-DMA, Freedom of association and collective bargaining G4-DMA
In June 2015, we launched a Maternity Protection Policy for
employees worldwide. It is estimated to be one of the most
progressive programmes of its kind in the industry. The policy
is based on the International Labour Organization (ILO)
Maternity Protection Convention and establishes minimum
standards that must be implemented at Nestlé workplaces
by 2018. It forms part of our commitment to the UN’s Every
Woman Every Child, the Clinton Global Initiative and the
UN Global Compact. Learn more about the policy here.
As well as complying with national laws, we expect all
Nestlé business entities to respect internationally recognised
human rights standards set out in:
• The eight ILO Core Conventions;
• The ILO Tripartite Declaration of Principles;
• The International Bill of Human Rights;
• The Organisation for Economic Co-operation and
Development (OECD) Guidelines for Multinational
Enterprises (2011); and
• The UN Framework and Guiding Principles on Business and
Human Rights.
Measuring and sharing our progress
We measure our performance against KPIs, many of which are
shared in this report. The Safety, Health and Environmental
Sustainability – Performance Management (SHE–PM) system
allows us to record and collate performance data on leading
and lagging indicators (including work-related injury and illness
rates). Nestlé communicates progress externally through this
report and by participating in a number of external schemes.
The ‘Nestlé & I’ employee engagement survey
Our employee survey, Nestlé & I, is conducted every two
years. In 2014, working with new external partners, we
improved it to increase insight around culture and recognition.
The survey was circulated to around 260 000 employees for
input and the global results were published in early 2015.
Over the course of three survey cycles (2014–2019), we aim
to achieve:
• A 5% increase in engagement;
• A global participation rate of 90%;
• A 20% reduction in the time the survey takes to
complete; and
• 100% of the reports delivered on time.
The global results indicated that we achieved an 87%
participation rate globally, the highest since the beginning of
Nestlé & I, with views from 226 200 employees, working in
various markets, functions and globally managed businesses.
At the Group level, and compared to the previous cycle,
results showed an 84% engagement level, representing a 6%
improvement compared with the last survey in 2012. Overall,
the results also showed favourable performance compared to
similar companies in the global FMCG sector.
Going forward, our focus needs to be on leadership,
personal growth and development, and efficiency and
empowerment, which strongly influence our employees’ levels
of engagement and enablement.
Relevant line managers with a certain minimum number of
direct reports received an individual report for review. They
will agree improvements, together with the support of HR
business partners and their teams.
In the Philippines, as a result of the survey findings, factory
changes are helping to improve gender balance, with lines
adapted to ensure access and gender sensitisation training.
In Chile, factory facilities have been adapted and improved
for women.
Multi-stakeholder activities
Addressing challenges around safety, health and wellness,
labour relations, diversity and developing talent is complex. It
requires collaboration by many stakeholders. We believe that
participating in industry efforts can help raise standards,
making our industry more efficient and successful.
In 2015, Nestlé USA announced that it will become a
founding member of the Working Parent Support Coalition, a
group of businesses that are implementing progressive
policies to improve support for working parents. The
announcement was made at the 2015 Clinton Global Initiative
Annual Meeting – an event that brings together global leaders
to create and implement solutions to the world’s most
pressing challenges. Learn more here.
Nestlé S.A. is an active member of GRSP (Global Road
Safety Partnership) which is hosted by the IFRC. This promotes
and supports the UN Decade of Action for Road Safety. Nestlé
Cameroon is an active member of the Safe Way Right Way
Foundation, which actively promotes road safety in the country.
Recognising our people
Recognising the contributions and achievements of our
people is important to our business and can help motivate and
inspire others. How we do this is covered in our Nestlé
Recognition Framework, which focuses on the importance of
ensuring that appreciation is an everyday occurrence.
Recognition is now a key HR priority and, using our global
strategic Recognition Framework, we drive a consistent
approach that is locally relevant at each level of the
organisation. We have introduced a recognition toolkit portal,
as well as specific training for line managers.
Nestlé in society – Creating Shared Value and meeting our commitments 2015 259