Diversity and inclusiveness
Our diversity practice helps us to attract the best people to Cadbury Schweppes and allows us to reflect the diversity of the world around us better - our consumer base and the communities in which we operate. We aim to reflect diversity in both our workforce and in our leadership teams. Through a culture of inclusiveness, we also aim to inspire the best in our people, earn their trust, increase their engagement and promote pride in our company.
For us, diversity means difference and variety. It describes the distinct and original qualities that each individual brings.
Inclusiveness describes a workplace climate where all colleagues feel empowered to bring a rich variety of approaches to achieve business results.
Governance in diversity and inclusiveness
We implement our global Equal Employment Opportunities & Diversity policy locally in ways that reflect local laws and culture. We monitor policy and practice through our annual survey, and present the outcomes and our recommendations to our Board and Board CSR Committee. In 2005, we implemented the following recommendations:
- Set up a global Diversity & Inclusiveness Leadership Team, chaired by our Chief Science & Technology Officer and made up of team members from across the business, including two of our Regional Presidents.
- Establish a global work-life management framework. The new framework has been approved and we are working with our businesses to implement it locally. These expectations will be implemented in ways appropriate for each part of our business.
- Engage leadership teams in discussion to deepen their personal and team understanding of diversity and inclusiveness. We also aim to identify and address areas of opportunity for the business.
- Gain a deeper understanding of what our current and potential employees expect. Our aim is to stay on top of emerging trends and ensure that our policies and practices continue to support our commitment to remain ‘The Place to Be’.
Monitoring diversity and inclusiveness
We monitor our diversity and inclusiveness performance through an annual global Equal Employment Opportunities and Diversity survey and through our global Employee Climate survey. Data from the surveys helps us know what is working and where we can do better. We aim to reflect diversity and create an inclusive workplace for people of all backgrounds.
Globally, we monitor the ratio of women across our workforce, our global age distribution, and our leadership pipeline (such as the nationality profiles of our executives and colleagues on international assignments).
We track ethnicity on a local basis in line with the different categories of ethnicity and backgrounds where relevant, and applicable in each local environment.
As an example, our metrics show that the number of women at management levels in our workforce has been growing over the long-term. In 2005, for the first time, the ratio of women in management matched our ratio of women in our workforce at 32%.
| 2000 | 2001 | 2002 | 2003 | 2004 | 2005 | |
|---|---|---|---|---|---|---|
| Total women | 34% | 34% | 31% | 31% | 32% | 32% |
| Women in management | 25% | 24% | 27% | 28% | 29% | 32% |
In addition, 14% of our executive population, and 17% of our people at main board level are women.
Our age profile 2005
We track our age profile on a global basis. Our metrics show that at the end of 2005 our youngest employee was 15 years old and based in New Zealand. This is in line with local employment terms and conditions.
Note: The above figures represent numbers of employees and have been rounded.
Nationality profile 2005
| Executive level | Managers on International assignments | |
|---|---|---|
| North American | 51 | 17 |
| Asia Pacific | 28 | 28 |
| British | 60 | 54 |
| European | 11 | 23 |
| Latin American & African | 11 | 15 |
Note: North American comprises American and Canadian. Asia Pacific comprises Indian, New Zealander, Australian, other Asian. Latin American and African comprises Egyptian, Nigerian, South African, Latin American. For 'executive level' European comprises Armenian, Belgian, Danish, French, German, Irish, Spanish. For 'managers' European comprises Danish, French, Greek, German, Irish, Polish, Russian, Spanish.
Equal employment opportunities at Cadbury Schweppes
We select the best people available for positions based on performance and ability. We do not discriminate on any other basis. We provide equal opportunities regardless of: gender, race, ethnic or national origin, colour, religion, marital status, age, sexual orientation, disability, social class, and political association.
Internal management systems are in place that encourage and help people advance and achieve their full potential. For our Equal Employment Opportunities & Diversity policy, see our corporate website: www.cadburyschweppes.com/societyandenvironment
Work-life management
Work-life management is a key part of our inclusiveness agenda. We recognise that, increasingly, our people view work as an important part, but not the only part, of their lives. Enabling people to manage their aspirations, interest and commitments inside and outside the workplace means we can make the most of their interests, commitments and talents for the success of the individual employee, the team, and the Company.
Our global work-life management framework includes flexibility around work location and times. We offer part-time work, alternative shift patterns, job sharing, and working from home. We also encourage our businesses to take full advantage of IT to enable our people to be flexible and we provide guidelines and checks for local work-life management policies.