Engaging with our people
Our people are at the heart of our business – everything we do, and our success, is dependent on them. Ensuring our employees are engaged, fairly remunerated, and have the skills and knowledge not just to perform in their roles but to grow, develop and feel fulfilled is essential for us to prosper as a company.
Offering an inspiring work environment
Our purpose is enhancing quality of life and contributing to a healthier future. We are committed to improving people’s lives, everywhere, every day. Our inclusive environment leverages the diverse skills, cultures, ways of thinking, knowledge and experience of our people, fueling our innovation. Four key attributes define our employment experience:
- Enhancing lives.
- A fulfilling work environment.
- People inspired.
- Personal and professional growth.
Nestlé and I Insights
In 2018, we have been developing a new, more accessible feedback mechanism, enabling markets and businesses to receive employees’ feedback at any time in the year and which will replace the former global employee survey. Consequently, this approach will drive faster decision making and actions. Tools such as Pulse solution, Workplace and Microsoft Forms will be used by Nestlé and I Insights.
Freedom of association
The freedom to join trade unions and bargain collectively is at the core of workers’ rights. We aim to support all our employees in being members of unions, while promoting freedom of association in our supply chain.
We uphold our employees’ freedom of association and the effective recognition of the right to collective bargaining. Regular dialogue with our employees and union representatives creates an opportunity to discuss matters of mutual concern and interest.
Driving equality for LGBTI communities
We’re supporting the United Nations Standards of Conduct to help tackle discrimination against LGBTI people in the workplace. Our purpose is to enhance quality of life and contribute to a healthier future, and these standards help us promote the inclusion of all communities into our workforce.
We strive to promote a culture of respect and equality in our workplace. Diversity and inclusion are integral to our culture. It’s one of the ways we bring our values to life.Beatrice Guillaume-Grabisch, Global Head, Human Resources
By collaborating with external networks, we are raising awareness about LGBTI issues around the world while respecting regional laws.
As part of our commitment to improving inclusivity for LGBTI people, we have also joined the Stonewall Diversity Champions program in the UK and Ireland. This program allows us to work in partnership with Stonewall to ensure all LGBTI staff are accepted without exception in the workplace.
In the US, both Nestlé Purina PetCare and Nestlé USA scored 100% on the 2018 Corporate Equality Index (CEI). The CEI is a national benchmarking survey that evaluates more than 1?000 businesses on their LGBTI-related policies and practices, including nondiscrimination workplace protections, domestic partner benefits, transgender-inclusive healthcare benefits, competency programs and public engagement with the LGBTI community. Annette Morris, Head of Diversity, Inclusion and Gender Balance at Purina, said: “It’s an honor to be recognized for our commitment to equality and to receive a 100% score for the third consecutive year.”
Celebrating the UN International Day of Persons with Disabilities
We celebrated the UN International Day of Persons with Disabilities on December 3, 2018 with a number of activities and actions.
At an Alliance for YOUth session at the Austrian Federal Economic Chamber, we unveiled two collaborative initiatives to support people with disabilities.
In partnership with WUK, an Austrian government foundation that supports the integration of young people with disabilities into the labor market, we hold job coaching sessions on a regular basis and offer job experience to young people with disabilities. We also outsource our display production in Austria to FAB, a nonprofit that runs workshops for employees with disabilities. As Nestlé Co-Packer, the organization employs over 90 disabled employees and produces 150?000 displays a year.
In France, we signed our second Disability Group Agreement, which is built on 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.
Since 2016, Nestlé France has recruited 63 employees with disabilities, launched 8 regular communications, made 260 workplace adaptations and trained 269 employees to help mindsets progress on the topic.
We want all our employees on the lowest salary and benefits levels to receive a living wage, which covers their needs according to local standards of living. We have therefore been working with Business for Social Responsibility (BSR) since 2014 to assess pay rates globally. While relatively few gaps were identified during the first few years, these were addressed by April 2017, the only exceptions being certain joint ventures and those countries where reliable measurement was not possible due to local civil conflicts or extreme economic conditions (such as hyperinflation). This is a major achievement that few other companies have managed.
During?2018, the initiative continued with BSR reconfirming the living wage rates for 38 countries, which had to ensure they had continued applying the living wage rate as part of the three-year recheck exercise. We are proud to say that all 38 countries have confirmed that all employees are paid above the living wage rate determined by BSR. We will continue the recheck exercise with the remaining countries in 2019 and 2020 and beyond in order to ensure that Nestlé remains a living wage employer globally.
People make the difference at Nestlé. Ensuring our employees are engaged, fairly remunerated, and have the skills and knowledge not just to perform in their roles but to grow, develop and feel fulfilled is essential for us to prosper as a company. It is one way we bring our values, rooted in respect, to life.Chris Johnson, Head of Group Human Resources & Business Services
Engaging with labor rights organizations
We believe in the importance of positive relations with trade unions, and respect our employees’ right to engage in union activities. Disputes sometimes arise but, through our policies, principles and values, we aim to ensure they are settled openly and transparently. In 2018, 69 labor disputes took place globally, compared with 64 in 2017. The average percentage of working time lost due to labor disputes, strikes and/or lock-outs decreased slightly to 0.02%.
As we seek ways to improve our labor practices, we continue to engage internationally with the International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations (IUF), business organizations and UN-led bodies, regionally with the Nestlé European Council for Information and Consultation and locally with unions and federations, external experts and other companies. In 2018 we presented to the IUF our project on improving human and labor rights in the Thai fishing industry, as well as our projects in palm oil, plastics and waters.
In 2018, Nestlé signed a memorandum of understanding with the International Labour Organization (ILO) with the objective of engaging in a strategic collaboration for several thematic areas within the framework of the ILO Centenary in 2019. Nestlé will utilize internal and external communication channels to highlight our commitments to human rights and our contribution to those Sustainable Development Goals (SDGs) which are aligned with the ILO’s mandate. The initial phase of the collaboration will focus on the human right to social security and our partners’ related corporate policies that embrace this right.
Performance and development
At Nestlé, we have a strong performance culture grounded in a deep belief that supporting and developing our people is what helps us create the leaders of the future. Performance and development can be supported through 360-degree feedback on how individuals and the people with whom they work perceive their skills and behaviors.
Building our capabilities
Our learning and development strategy
- 70% of learning is experience, like work shadowing in a completely new position
- 20% of learning is relationships, like feedback, coaching or mentoring
- 10% of learning is education, like training, attending conferences or e-learning
We ensure learning goes hand in hand with career development through a 70–20–10 approach (in which 70% of development is on the job, 20% is via feedback and 10% is through courses and reading). In 2018, we further developed our strategy to address the evolving learning landscape.
These changes were geared toward:
- Equipping our people to face bigger, more complex leadership challenges linked to their career development.
- Accelerating the development and onboarding of our senior executive leaders.
- Maintaining and enhancing our Category know-how as a key competitive advantage.
- Connecting our leaders more closely with the external world to enhance our innovation culture and entrepreneurial spirit.
- Meeting the social learning needs of the new generation of learners and maximizing knowledge sharing.
Supporting our line managers
Developing our business leaders’ capabilities is essential to our success. We support our line managers by providing a number of tools and training programs. In 2018, our Leading the Nestlé Way program was attended by 82 participants, while 149 employees took part in the Nestlé Leadership Program.
Coaching and mentoring
We continue to develop our common framework and toolkit for coaching, which provides self-development opportunities for individuals. A coaching network enables each of our participating markets to have a representative to coordinate activities. Many of our markets also continued operating local mentoring schemes, pairing employees with leaders and senior leaders for up to 18 months.
Responding to international dual-career relationships
As a global employer, we offer many opportunities for people to work abroad. Along with other multinationals, we are members of an independent, nonprofit association, the International Dual Career Network, that helps dual-career spouses with their local job search and professional integration in a new country. Currently, we lead three out of 14 networks, which means our local operating companies manage the network in their respective countries.
We signed the first Pan-European pledge, highlighting the support of the European Round Table of Industrialists (ERT) for ‘inclusive growth’
Nestlé, along with other 50 companies has signed the first Pan-European commitment of its kind, to promote diversity and inclusion in the workplace.
Paul Bulcke, Nestlé Chairman, made the pledge on behalf of Nestlé: “Diversity and Inclusion is part of Nestlé’s DNA, having worldwide presence in 189 countries, including factories in 85 countries, and more than 100 nationalities represented at its headquarters.”
This pledge highlights the support of the ERT for ‘inclusive growth.’ Tapping the full measure of talent from across society is critical for the long-term success of people, companies and society. By recognizing this, the ERT affirms the value that a diverse workforce can offer.