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
G4-10, Diversity and equal opportunity G4-DMA, Equal remuneration for women and men G4-DMA
Diversity
Diversity has only just reached the top of most corporate agendas but at Nestlé, it’s been the foundation of what
we do for years. Strong, multicultural diversity has shaped our success and culture. We work hard to integrate in
every community to which we belong and we place the highest value on the unique perspectives that our people
bring us. We believe we have a social responsibility to promote diversity, but equally we know it sharpens our
performance and gives us an advantage over our competitors. Gender balance has been a priority since 2008 as
there was an immediate need in this specific area. Even if progress is well under way, gender balance continues to
be a priority for the Group and we will now expand our diversity journey into additional focus areas.
Enhancing diversity in our workforce
We aim to provide a workplace culture that generates equal
opportunities for everyone, where people are treated with
dignity and respect. We are expanding our efforts to strengthen
this inclusive culture. It is helping us leverage the unique skills,
knowledge and experiences of our diverse workforce.
Our talent pool should reflect the societies in which we
operate. Gender remains a key priority for Nestlé and we want
to embed it in our diversity journey. Beyond gender, markets
are already embedding other diversity aspects, including
disability, generations and ethnicity, following local and legal
practices and needs.
Cultural Buddy Programme helps
Purina retain talent
Our research shows that people from minority groups are
twice as likely to leave a company within their first year. To
help address this issue, Purina, as part of its Diversity and
Inclusion strategy, created a Cultural Buddy Programme in St
Louis, USA, to connect new recruits to current associates with
similar ethnic backgrounds and relevant resources, throughout
their first three months. This support system helps associates
make the transition smoothly into Purina and the greater
St. Louis community, ensuring we retain a diverse workforce.
In the future, we will also develop a Virtual Buddy Programme
for factories and field sales associates.
The Garoto Disability Programme
Garoto, owned by Nestlé, is one of Brazil’s largest chocolate
manufacturers. Currently, some 8% of Garoto’s employees
have disabilities, well above the 5% quota set out in Brazilian
law. Their Disability Programme provides a range of support
options, which includes video sign language translations of
internal newsletters, hearing devices and adapted documents
for employees with impaired hearing.
Training for all staff on disability issues is an integral part of
the programme such as training in sign language to facilitate
communication with hearing-impaired staff; already, about
3800 hours of training have been delivered to employees since
2013. As a result, employees with disabilities have received
promotions to new positions and the opportunity to
demonstrate their creativity and productivity. It has led to a
more inclusive and efficient workforce throughout the business.
Building a pipeline of diverse
talent in the United States
In the United States, our Diversity and Inclusion Team is
working with Campus Recruiting to build a diverse talent base
of future leaders. By partnering with universities known for
encouraging diversity, and reaching out via social media, we
invite talented students from a wide range of backgrounds to
attend one of two annual events: our Marketing Brand Boot
Camp for MBA students, or our Diversity Leadership
Symposium for undergraduates.
These three- or four-day workshops enable students to gain
an insight into life at Nestlé, discover our core marketing
principles, take part in exercises based on real scenarios, and
explore their own leadership strengths and areas for
development. On the final day of both events, students are
interviewed for an internship or full-time position.
Building on the success of these events, the teams are
working with other Nestlé operating companies in the United
States to share experiences and extend our diversity
recruitment strategy throughout the business.
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