As a global company, Nestle is leading the policies of diversity, labor equity and inclusion in the private sector; in fact, in recent years it has consolidated this leadership through avant-garde labor policies.
Nestlé has made great strides on these issues, increasingly promoting a culture of identity, inclusion and respect. As an example, there is the creation, more than four years ago, of the Diversity and Inclusion Committee, made up of around 20 collaborators (men and women) of different ranks and positions. This body is responsible for developing initiatives to promote the training of employees on these issues.
To strengthen this strategy, this year the company created in Mexico the position of Chief Diversity Officer (CDO) in charge of Francisco Mualim, vice president of Purina PetCare Mexico, who reveals in an interview that “this project has been formed voluntarily, by the desire and passion to make Nestlé the best place to work in Mexico: we are very proud to say that we have been designated as the Best Place to Work in Mexico in the last two years ”.
Progressive labor policies
Francisco Mualim clarifies that inclusion is based on the corporate culture of respect: “and that includes respect for diversity, since diversity unites us and is one of our greatest strengths that we have as a company.”
Mualim believes that Nestlé’s respect for employees can also be seen in progressive labor policies, “in January 2020 we launched our Parental Care Policy: this means that we support all families, knowing that all families are diverse. And we are giving it spaces so that the newborn children and also the newcomers by adoption, can be cared for by both the primary caregiver and the secondary caregiver. And we are giving four weeks with pay for the secondary caregiver to take over that role, which is so important. The interesting thing to note is that we speak of the secondary caregiver and primary caregiver and we do not necessarily speak of mom and dad: we know that all families are constituted differently, ”he points out.
In addition, they launched a Policy Against Discrimination, Violence and Harassment at work, and prior to covid-19 “we implemented flexible practices that promote balance and attention to family issues; this policy has been accelerated by the situation that is being experienced globally due to the pandemic ”, he explains.
He adds that the company launched an acceleration plan for gender balance: “the objective of this plan is to increase the number of women in senior management positions worldwide by 2022. In Mexico we are working hard to achieve gender equality in the coming years, although we have already made great strides: currently 40 percent of leadership positions are being held by women and we are working very hard to achieve gender balance in less than two years ”.
Also “we would like to have at least five percent of employees with some type of disability by the end of 2022.”
For the Chief Diversity Officer of Nestlé in Mexico, the work they are developing in terms of inclusion, equality and diversity permeates other companies and their suppliers, but also the families and close people of the collaborators: “as Nestlé, we know the responsibility that we have as a leading global company and leader in the Mexican market. And we love being able to be role models, “he says.
The manager explains that they work in different forums with other companies that are also implementing this type of action, “we are always sharing good practices. The important thing about diversity and inclusion policies, which are based on the culture and philosophy that we have as a company, is that our consumer and our consumer are diverse: the more diverse we are as an organization, we will be able to develop more products tailored to our consumers ”.
Similarly, he points out that various studies show that a more diverse and inclusive company “is more agile, responds better to the needs of consumers and wins in the market. And that is also part of the Nestlé philosophy: a winning company in the market ”.
Francisco Mualim reveals that they will seek to continue consolidating themselves as one of the companies with the highest degree of inclusion, “in this way we can bring diverse and inclusive talent to the company, to have an increasingly better work environment for our collaborators.”
Collaborators, between men and women of different ranks and positions, make up the Diversity and Inclusion Committee.
Weeks with pay the company grants for a primary caregiver that can be extended for one more month; for the secondary caregiver, four weeks.
It is the goal that Nestlé Mexico has in terms of gender balance for this year.
NESTLÉ & MILENIO