We believe that all differences, both visible and invisible, such as age, gender, nationality, disability, background, religion, education, mindset, culture and sexual preference, should be embraced. That’s why we have committed to promoting greater diversity within the company. It all started in 2007, with the signing of the Global Agreement on equal opportunities with the International Union of Food and Allied Workers (IUF). Emmanuel Faber, as well as the Executive Committee vowed to achieve by 2020 a total of 30% female executives.
In 2017, we launched our Inclusive Diversity (ID) program setting out our key commitments, with three priority areas: inclusive behaviors, gender balance, and culture & nationalities. A set of target KPI’s were created for each priority to reach by 2020, and we monitor our progress every year to assess how we are doing.
For us, Inclusive Diversity is best approached and implemented locally, so as to remain truly relevant to local cultures & beliefs, and to business contexts. For this reason, since 2017, all of Danone’s business units worldwide have been encouraged to address a wider variety of ID topics, in addition to our three global priorities. Local teams have developed their own ID roadmaps to be implemented starting 2019. We believe that this approach will ensure that our differences will make the difference.
In recognition for the progress made to date, we have received the GEEIS-DIVERSITY (Gender Equality & Diversity European & International Standard) certification for 3 of our subsidiaries – Italy, Singapore and our Paris headquarters. Created by the Arborus Fund, the GEEIS label recognizes our level of involvement in building an inclusive and diverse workplace, as well as the deployment of our Inclusive Diversity agenda both at company and subsidiary level. Gaining GEEIS certifications is a means for us to keep track of our progress, while scaling-up our ambition based on our scores. Our objective is to have more of our subsidiaries certified in the near future.