Nestlé in society Creating Shared Value and meeting our commitments 2015

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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. Nestlé in society – Creating Shared Value and meeting our commitments 2015 278
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, G4-LA12, Equal remuneration for women and men G4-DMA Promoting inclusivity for all at Nestlé France We believe that people with disabilities have different skills and talents that can also enhance our business. In 2011, Valérie Romain was appointed Disability Champion in Nestlé France. After signing a Group disability agreement in 2013, the Mission Disability Department was made responsible for ensuring the agreement is visible throughout Nestlé France every day. It is developing an inclusivity policy for all Nestlé France businesses and raising awareness of the value disabled people bring to the business. The department also supports those employees with disabilities, finding ways to improve their working environment. It places a great deal of emphasis on job retention, helping those who become disabled during their career to keep their positions, by making the relevant adaptations to their working environment and, where necessary, providing training for everyone affected. To date, more than 240 people have received improved conditions, among the population of 811 disabled people. Another important component of our strategy that is helping us to make a difference is the prevention of disabilities, where we ensure that our employees are well trained and we also continue making improvements to the 26 factories across France. Full-time employees by gender 2015 (number of employees) Total 273 432 32.8 67.2 Women 89633 Men 183799 Number of part-time employees by gender 2015 (number of employees) Total 8672 22.1 Total workforce by gender 2015 (number of employees) Women 96 655 Men 184 898 Total workforce by region and gender 2015 (number of employees) EMENA Women 43 463 Men 62 664 AMS Women 31 732 Men 73 657 AOA Women 21 430 Men 48 556 77.8 Women 6750 Men 1922 Number of temporary employees by gender 2015 (number of employees) Total 16641 54.8 45.1 Women 7516 Men 9 120 Percentage of employees by age group and gender 2015 Women Group Percentage 50 18.2 Men Group Percentage 50 19.6 Covers Nestlé employees registered in the HR system (approximately 84% of all employees). Total employees by age group 2015 Group Number of employees Percentage 50 53748 19 Covers Nestlé employees registered in the HR system (approximately 84% of all employees). Nestlé in society – Creating Shared Value and meeting our commitments 2015 279
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