Corporate Responsibility & Sustainability Report 2015/2016

CORPORATE RESPONSIBILITY & SUSTAINABILITY REPORT 2015 — 2016
Employment, Diversity
and Inclusion
OUR TARGETS
40%
Have at least 40 percent women in both
management and leadership grades by 2025.
Attract
develop and motivate a talented
and diverse workforce.
WHAT WE ACHIEVED
80%
employee engagement score in our
latest employee engagement survey.
76%
of our employees were covered by collective
bargaining agreements in 2015.
43%
of our external hires were women in 2015.
OUR COMMITMENT
We will attract, develop and motivate a talented and diverse workforce.
By 2025 we intend that women will comprise at least 40 percent of
both management and leadership grades across the business.
INTRODUCTION
We believe that people make a company successful and sustainable.
Our aim is to recruit the best people, develop diverse and inclusive teams
and provide our employees with rewarding careers in an environment that
supports their development.
OUR FEMALE WORKFORCE IN 2015
26 %
of our total workforce
is female
33 %
of our Board of Directors
30 %
of employees in
executive grades
26 %
of employees in
leadership grades
38 %
of employees in
management grades
HOW WE’RE DOING IT
Our employment and diversity program
focuses on fostering a diverse and inclusive
culture – attracting, developing and motivating
a workforce that reflects the communities in
which we operate.
FOSTERING A DIVERSE
AND INCLUSIVE CULTURE
We regard every employee as a valued
member of CCE and are committed to
supporting each individual in achieving their
potential. Our Diversity and Inclusion (D&I)
strategy has traditionally focused on gender,
and has recently expanded to focus on
generations and ethnicity.
Accountability
Responsibility for diversity rests throughout
our business. Our Corporate D&I Council is
chaired by two members of our Executive
Leadership Team and made up of business
leaders representing our business units and
functions. A detailed D&I scorecard allows us
to measure and benchmark progress. Our
Leadership Team (LT) under our CEO, John
Brock, reviews how each business unit and
function is progressing against its D&I action
plan every quarter. All members of our LT
have individual D&I performance objectives.
In addition, we have local D&I Councils
in the Netherlands, France, Belgium,
Luxembourg, Norway and Great Britain.
These local councils work with business
leaders to extend D&I initiatives across
the business.
Setting targets
We have set detailed action plans for talent
acquisition, female retention and career
progression and development in all busines
areas, to meet our D&I targets. We have
seen the results of this approach, with female
representation increasing at management
level by four percentage points and at
leadership levels by two percentage points
since 2013.
Talent recruitment
Manufacturing and STEM 1 careers have been
seen in the past to be mainly male dominated.
We are working to address this gap through
our recruitment strategy, led by a campaign
called ‘My Time is Now’, which encourages
women to think differently about their careers.
In addition, we aim for gender balance in our
candidate lists and interview panels, have
reworded our job advertisements to make
them gender neutral and have built female
talent pipelines in areas of the business
where we find it difficult to attract women.
We have also begun using video interviewing
technology, which allows us to not only screen
more candidates, but also to assess them on
more than just their written CVs.
FACTSHEET 25/32
1 Science, Technology, Engineering and Mathematics.