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Diversité & Inclusion

Chez Nestlé, nous favorisons la diversité et l’inclusion au travers de notre impact sur:

Culture
La Culture
La Culture

En instaurant une culture d’entreprise inclusive, en capitalisant sur les différences de nos employés pour optimiser le travail collectif.

La Société
La Société
La Société

En agissant et en s’engageant de manière inclusive dans la société civile et avec nos parties prenantes, quelques soient nos business, et à travers l’ensemble de la chaîne de valeur

L’Innovation
L’Innovation
L’Innovation

En réfléchissant aux besoins de nos différents consommateurs et clients pour que nos produits et nos services soient accessible à tout moment, en tout lieu et de quelque manière que ce soit.

Qu'est-ce que la diversité et l'inclusion chez Nestlé?

Le respect pour la diversité implique de respecter les autres manières de penser, les autres cultures et toutes les facettes de la société et exige de faire preuve d’ouverture et de volonté d’intégration dans toutes nos interactions à l’intérieur comme à l’extérieur de notre entreprise.

La diversité et l’inclusion font partie intégrante de la culture de Nestlé. Nous cherchons à instaurer une culture d’entreprise qui favorise l’égalité des chances pour tous, dans laquelle les individus sont traités avec dignité et respect. Nous redoublons d’efforts pour renforcer cette culture inclusive. Elle nous aide à exploiter les compétences, le savoir et les expériences uniques de nos collaborateurs.

Parité Hommes-Femmes

Depuis 2008, la parité Hommes-Femmes est une priorité pour nous et elle a permis d’augmenter considérablement le nombre de femmes à tous les échelons de l’organisation. Nous aspirons à devenir une entreprise où se matérialise la parité entre hommes et femmes en créant les conditions propices au sein de notre environnement de travail qui auront pour effet d’augmenter la part des femmes aux postes de gestion et de direction. Nous avons lancé les initiatives mondiales et locales suivantes en faveur de l’égalité hommes-femmes :

  • Opportunités de développement : programmes de mentorat et d’accompagnement
  • Un cadre de travail favorable et flexible
  • Des rencontres avec des rôles modèles, des tables rondes et des échanges en réseau
  • Des formations visant à améliorer les compétences d’encadrement et des ateliers sur les biais inconscient
  • Politique de protection de la maternité (pdf, 1Mb)
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L’égalité entre les sexes

L’égalité entre les sexes n’incombe pas uniquement à notre organisation. Nous savons que l’égalité entre les sexes, les droits des femmes, l’éducation des femmes et des filles dans le monde et l’émancipation des femmes sont essentiels pour créer de la valeur partagée pour notre entreprise et pour la société.

43%
of managerial roles are held by women worldwide

 

We have embedded gender balance in all its Human Resources practices. We have made progress in recent years increasing the number of women in managerial positions. As of 2018, 43% of these roles are held by women.We will now put a particular emphasis on increasing the proportion of women in the group’s top 200 senior executive positions from around 20% currently to 30% by 2022. This target is a further step in Nestlé’s journey towards gender parity.

We believe that a more diverse workforce with more women at the top will reinforce our inclusive culture and make Nestlé an even better company. We are setting measurable goals to hold ourselves accountable. We know that improving gender balance will lead to better decisions, stronger innovation and higher employee satisfaction.

Mark Schneider, Nestlé CEO

 

 

 

In 2019, we have laid out an action plan to increase the number of women in senior executive positions globally. The Gender Balance Acceleration Plan includes the following specific actions:

  • Supporting all managers to foster an inclusive workplace and ensuring that they are trained on unconscious bias;
  • Encouraging the use of Nestlé’s paid parental leave program and flexible work policies in place in all Nestlé operating companies;
  • Enhancing mentoring and sponsorship programs to prepare high-potential women for senior executive positions;
  • Hiring and promoting more women in senior executive positions;
  • Reviewing results with senior leaders to promote gender balance and ensure progress;
  • Continuing our efforts to champion equal pay and eliminate conditions that create gender pay gaps;
  • Reporting progress in the Nestlé’s annual Creating Shared Value report.
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Nestlé part of the Gender Equality Index 2019

The Nestlé Gender Balance Acceleration Plan strengthens our existing commitment to enhance gender balance in our workforce. We are confident that everyone, men and women, will play a key role in advancing gender equality and creating a better place to work.

Béatrice Guillaume-Grabisch, Executive Vice President, Head of Group Human Resources and Business Services
Cultural agility

With its 308,000 employees from 177 different nationalities and its presence in 189 countries, cultural agility is very important to Nestlé and we support it through different programs for Nestlé leaders and employees to:

  • Understand the impact of cultural differences on how people do business;
  • Understand how to give feedback according to different cultures;
  • Learn how communication and social behavior differs across cultures and how to adapt ourselves accordingly

These programs include cultural agility workshops and e-learning solutions.

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Empowering different generations at the workplace

At Nestlé, Diversity & Inclusion measures include ensuring integration and equality for people across all generations. In 2017, Nestlé France organised a Millennials Day, which involved reverse mentoring workshops and intergenerational exchanges and debates. The day also featured a Millennials Challenge, requiring teams of millennials to develop and present proposals on how to build the ‘Nestlé of tomorrow’. The teams selected as finalists were invited to present their proposals to senior management.

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Empowering people with different abilities

We aim to promote a culture that builds on strengths and focuses on abilities. We developed a global self-assessment procedure for all our markets to benchmark themselves against the level of inclusion and types of activities for people with disabilities in the workplace. The objective is to track best practices and actions in training and awareness, return-to-work practice, accessibility of sites and workplace arrangements.

Local programs aiming to increase the employment of individuals with different abilities are also put in place in different Nestlé markets. Examples include Nestlé Austria which has publicly unveiled two inclusion initiatives supported by governmental organisations FAB and WUK. Nestlé France has signed its second “Disability Group Agreement” which is founded upon three pillars:

  • Job retention for people with disabilities,
  • Recruitment and integration of people with disabilities,
  • Training and communication to make mindsets progress on the topic.

 

 

 

Nestlé France recognized Employer of the Year at European Diversity Awards 2014, thanks to its efforts on employment of people with disabilities.

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Empowering LGBT+ communities
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We also expand our efforts to strengthen our inclusive workplace culture by raising awareness about LGBT+ (Lesbian, Gay, Bisexual, Transsexual, +) and collaborating with external organizations.

 

Since 2018, we are publicly supporting the United Nations Standards of Conduct to support the business community in tackling discrimination against lesbian, gay, bi, trans and intersex (LGBTI) people.

Our local efforts have for example been rewarded in the US: Nestlé USA and Nestlé Purina PetCare received scores of 95% and 100% respectively on the 2018 Corporate Equality Index (CEI), a national benchmarking survey and report on corporate policies and practices relating to lesbian, gay, bisexual, transgender and queer (LGBTQ) workplace equality, administered by the Human Rights Campaign Foundation.

Leading Together

Our ongoing training programs, workshops and best practice exchanges on Diversity & Inclusion as well as Unconscious Bias aim to ensure that all our employees integrate our guiding vision.  In 2017, we launched a series of local conferences across the world called “Leading Together”. These conferences bring together women and men of all generations at all levels to discuss and debate how we can accelerate our Diversity & Inclusion journey.

As of 2019, Nestlé has over 25 employee networks worldwide.

Cascading Unconscious Bias

One of the catalyst solutions for sustaining a long-term diverse and inclusive culture is minimizing the hindering effects of unconscious bias in our working environment.

Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing.

The workshops and the training tools that we run on the topic are deemed very enlightening and are highly popular among our employees:

Our workshops provide the employees with the opportunity to freely express themselves, share real-life workplace biases and come to practical resolutions on their interpersonal relationships.

The training programs and testing tools that the employees have at their disposal allow them to discover and measure the biases they may be unaware of and to follow recommendations for their personal development as well as the development of our culture. In 2018, 1’464 employees received such training, bringing the total to 12’120 since 2015.

More on Unconscious Bias:

Nestlé India developed a customized module in Hindi to train factory employees; 135 union members across four factories were trained, and they cascaded the program to employees, supported by the factories’ HR teams. The programme has be extended to other factories in 2018.

Nestlé Middle East organized a two-day diversity and inclusion event for senior managers’ committee (Mancom) members, facilitated by the Global Head of Diversity and Inclusion. The Awareness Workshop in English was recorded and made available to all employees, with subtitles in Arabic and Farsi.

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