Chevron invests in diversity because the company does business in so many different countries and cultures. In 2018, we signed the UN LGBTI Standards of Conduct for Business: Tackling Discrimination against Lesbian, Gay, Bi, Trans & Intersex People. 08/06/2020 These are based on a global framework and tailored to meet the needs of individual countries and regions. Inclusion and Diversity matters to De Beers Group. Raise living standards describes how we’re applying the principles of a living wage to our workforce and suppliers. We're always looking to connect with those who share an interest in a sustainable future. We want to see a society where everyone is treated equally. We believe in paying for performance with clear reward policies and have a long-standing commitment to equal pay for equal work. | GC Diversity and Inclusion Report UK 2016. And in every workplace, we want to tackle the issues that people face in their day-to-day working lives. Found insideThis book explores the innate human requirement of belonging and what people and organisations alike really need in order to thrive. We’ve made a good start in creating accessibility standards around key processes, raising awareness to combat stigma and enhancing the culture of inclusion but there’s much more to do. We want to see a society where everyone is treated equally. This is Unilever's global company website, Annual Report and Accounts 2020 Highlights, How we're becoming a beacon of diversity and inclusion, UK Modern Slavery Act Transparency Statement, our policies and practices, by removing barriers and bias from all existing policies and practices which impact employees' experience, our employee experience, by establishing leadership accountability for equipping and supporting our employees to excel in their roles and contribute to the growth of the business, our talent attraction, recruitment and selection, development and career progression by removing barriers and exclusionary practices in all markets. That means looking at our own workplaces, our supply and distribution chains, and the impact we have through our advertising and by working with partners – and making sure they all contribute to a fairer world. Found inside – Page 10... Work Force Diversity in 1993 , I have witnessed The Conference Board transition from an organization that was learning about diversity and inclusion to one that considers these concepts an integral part of their identity and brand . Inclusion is part of its business strategy, not an “HR initiative.” Every company should operate this way. That helps us grow. Our purpose is to make sustainable living commonplace. We're piloting a Global Parental Coaching Programme, which offers one-to-one coaching for returning mothers – we aim to include fathers as well once we’ve developed the pilot further. At the end of 2020, 35% of our total workforce of 149,000 people were female. We’re a company of brands and people with a big ambition: to make sustainable living commonplace. While 81% of companies in a recent Mercer report said diversity and inclusion … The book provides a market-oriented focus, arguing that a just international economy would be one that is inclusive, participatory, and welfare-enhancing for all states. We want to transform the unfair systems that currently hold women back and create more opportunities that empower women and girls. In order to further increase overall diversity and inclusion at Prudential, we have agreed the strategic direction and plan for improving diversity and inclusion across the organisation, globally. Taking action worldwide. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion … That's why we've adopted a transformational approach that actively addresses issues of discrimination and promotes equity for all. Thirty-eight percent of executives report that the primary sponsor of the company’s diversity and inclusion efforts is the CEO. A CEO’s perspective on diversity and inclusion | GC Diversity and Inclusion Report UK 2016. At AT&T, inclusion is how we unleash the power of diversity, and equity leads to equality for all. Too many people are excluded and under-represented simply because of who they are. We run programmes across the business aimed at attracting, retaining and developing talent fairly. In my role as Global Head of Diversity and Inclusion, I lead the gender balance agenda within Unilever. Instead, integrating the two has created an inclusive workplace that both attracts diverse candidates and supports their wellbeing after they become members of the team. Unilever is included in the Bloomberg Gender-Equality Index 2021 which comprises companies committed to transparency in gender reporting and advancing women’s equality in the workplace. Our vision for a more equitable world extends far beyond our own factories and offices. We want to change that. Sponsored by. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. We’re a diverse company and we've worked for many years to build a strongly inclusive culture which respects every employee for who they are. Get ready to grind! Are you willing to go out there on that field with your face paint and your helmet, up against all adversity? Take it all in this season! Khali Raymond has brought you poetry that'll get you pumped before primetime! Unilever: How We Achieved Gender Balance in Management and Inclusion (Blog Post) Building a gender-balanced business doesn’t happen overnight; it’s a journey only made possible through continued, sustained focus across an organisation, which leads to a big shift. Diversity and inclusion have been core elements of our business strategy for many years. Globally, Nestlé efforts are centered in four focus areas within diversity & inclusion: gender balance, people with disabilities, LGBT+ community and race & ethnicity. See also our Planet & Society Hub and the Sustainability Reporting Centre for further disclosures. We want to push our business – and the way business is done – further than ever before. This is how you can get involved too. JOHANNESBURG: The South African unit of Unilever will set up an advisory board and a diversity committee after apologising for a hair care advert which it … … Promoting diverse suppliers explains how we’re making this goal a reality. Found insideIn the Penguin Experts: Create a Gender-Balanced Workplace, Ann Francke, the CEO of the Chartered Management Institute (CMI), introduces her solution to combating the problems at the heart of the continued imbalance and offers clear, ... So at the same time as transforming our advertising and brands, making our products more inclusive, and promoting and supporting diversity in our supply chain, we’re also working to achieve equity, diversity and inclusion in everything we do. We’re part of the steering committee for the Generation Equality Forum , a civil society-centred, multi-stakeholder gathering to create urgent action for gender equality. Listen to the podcast. “ This means making sure our business is fair, attracting and retaining the very best talent and helping them unlock their full potential.” 2. We're always looking to connect with those who share an interest in a sustainable future. Diversity and Inclusion principles are embedded at every level of our company, from the top down and ground up. I came across this quote by diversity and inclusion specialist, Verna Miles, which really resonated with me: “Diversity is being invited to the party; inclusion is being asked to dance”. Inclusion I am always impressed by Unilever and its commitment to drive diversity and inclusion. We want everyone who works for Unilever to be treated fairly and to have fair access to opportunities. Unilever joins the ranks of 767 major U.S. businesses that also earned top marks this year. This will give us more insights to refine our programmes. This book will be accompanied by a web-based tool created by Morningstar, which will enable readers to evaluate their own funds using Kinnel's criteria. Taking action on the major emergencies the world faces is one way we do this. We’re committed to UN Women’s HeForShe  movement to drive the advancement of women, by encouraging men and boys as agents of change and taking action against negative inequalities faced by women and girls. It’s how we inspire exceptional performance. Found inside... “Every time I email my boss a report, he calls me back with his comments and questions instead of just emailing me back! ... Mita Mallick, former head of diversity and inclusion at Unilever and now at Carta, once tried to express an ... Our dedicated section for investors. Our global guidelines facilitate accessibility in IT, recruitment, communications and workplace design. We are widely recognised as a preferred employer, both by graduates and experienced professionals – find out why. We're always listening to understand issues of concern. Our vision for a more equitable world extends far beyond our own factories and offices. Some of our longest-running programmes have focused on achieving a fair gender balance in our leadership. We want to be a place where everyone is appreciated for who they are. Inclusive Talent Management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear. Planet & Society. We're transforming our workplaces, our value chain and society at large by applying a gender lens to everything we do in pursuit of our vision of 'no woman left behind'. PDF 2.05MB. NEWS. And each month, we report our progress towards inclusion to the ULE. Learn more about how SAP SuccessFactors solutions help with DE&I. It reflects our company values, it is a key element of our Code of Conduct, and it underpins our ambitious business objectives. Hays UK Equality, Diversity & Inclusion Report 2020 . And just as we've worked for several years to unstereotype our advertising, we've also tackled unconscious bias in our practices. Over two-thirds (69 percent) of executives rate diversity and inclusion an important issue (up from 59 percent in 2014). Found inside – Page 1Over the past century, powerful food and beverage companies have enjoyed unprecedented commercial success. We know that diverse teams operating within an inclusive environment have proven to be higher performing, more agile and faster in responding to changing consumer needs. We want all our employees to thrive every day irrespective of race, ability, sexual orientation, or gender. Creating opportunity is one of the most important ways to build an inclusive world. (August 12, 2021 / JNS) Despite major corporations investing significant time and funds to address traditional gaps in “diversity, equity and inclusion” policies, many of them—most notably, Google, Unilever and Cigna—have fallen short when it comes to addressing the needs of Jewish employees.. That was the main finding of an Aug. 10 report from the organization Stop Antisemitism, … We’ve also created a global employee resource group for people with disabilities and their allies, Enable@Unilever. Our Disabilities Inclusion Programme is built on a comprehensive analysis of the physical accessibility of our sites, the accessibility of our virtual sites and our recruitment processes. Our dedicated section for investors. And it’s the link that joins the fundamental principles of our business: a commitment to justice and human rights everywhere we operate, and a determination to apply a gender perspective to everything we do. It’s explained through various statistics and is influenced by a range of factors, including the demographics of a company’s workforce. Examining Diversity & Inclusion. Removing the barriers facing people living with disabilities is long overdue. Fixing the Flawed Approach to Diversity. Kristen Kavanaugh, Director of Inclusion… Diversity in Unilever. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. Found inside – Page 261Figure 77 BT Group 2008 Values Report TYPICAL CORPORATE SOCIAL RESPONSIBILITY AND SUSTAINABILITY ISSUES There are often no ... There are a number of best practice examples that can be drawn on: I Oxfam and Unilever: 'In 2004/5 Oxfam, ... We want our entire business to work towards the transformations in society that will tackle social inequality and end the marginalisation of individuals … It stimulates creativity, helps to meet the needs of our diverse … But they need to be backed up by action. I want Unilever to be recognized for being a diverse and inclusive organization, a beacon of diversity and inclusion that is also digitally-skilled and with the organizational flexibility needed to keep winning in an ever-changing, more dynamic world. In paying for performance with clear reward policies and have a long-standing to. Which he chairs this profile Activity I hope none of you spend night! 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