Cross Cultural Management Issues In Unilever Group. Conclusion 5 6. Diversity & Inclusion is one of the things that we want Unilever to be famous for. Our Code of Business Principles applies to every Unilever employee everywhere in the world. The research adopted survey research design. This corporate culture also points to the importance of criteria or measures used to determine required output and adequacy of output. Although our previous entitlements already met local regulatory requirements, our Standard is a major advance. It flipped a switch in my head and got me back to being me again.”. Shampoo refill stations prove popular with Mexican consumers, Tackling climate impact in our operations, Working with suppliers & farmers to manage water use, Sustainable water use in our manufacturing operations, Water-smart products for water-stressed living, Rethinking plastic packaging – towards a circular economy, Annual Report and Accounts 2019 Highlights, UK Modern Slavery Act Transparency Statement. In 54% of the countries in which we operate, it exceeded the local regulatory requirement when we introduced it. We’re a diverse company and are determined to build a strongly inclusive culture which respects every employee for who they are – regardless of gender, age, race, disability or sexual orientation. We’re delighted to have reached a 50/50 gender balance in managerial roles worldwide. In the UK & Ireland our progress towards gender equality is championed by Emily Pittman, Managing Director for Unilever Ireland “Embracing diversity in all its forms is business critical for Unilever. We launched #Unstereotype the Workplace on International Women’s Day in March 2017. It will also help position Unilever as a leading sustainable factory in Saudi – showing best practices in terms of people development, women empowerment and environmental management. We run programmes across the business aimed at attracting, retaining, and developing female talent. And we’re enabling sites with over 50 female employees to provide access to crèche services that are tailored to local needs. But we want our business to grow, and we firmly believe that empowering women and unlocking their potential is part of how we’ll achieve sustainable, equitable growth. Note: Employees who are statutory directors of the corporate entities included in this Annual Report and Accounts 493 (68%) males and 232 (32%) females. Get in touch with Unilever and specialist teams in our headquarters, or find contacts around the world. Recognising the deep connection between an inclusive culture and a thriving workforce, we decided to take a more holistic approach. “This means making sure our business is fair, attracting and retaining the very best talent and helping them unlock their full potential.”, Here are nine changes we’ve made to create a more balanced business. Plant-based, planet-friendly recipes: download our FREE cookbook! Aline Santos is our Executive Vice President of Global Marketing and our Head of Diversity and Inclusion. Zero strategy or process, unsustainable business model, and the leadership team openly admit that … In addition to our company-wide policies, we support our commitment with targets, and progress against them is reported to the Unilever Leadership Executive (ULE) each month. Every day, more than two billion people in more than 190 countries use products made by Unilever, making it the third-largest consumer goods maker in the world. Those that score above a globally established threshold, based on the extent of their disclosures and the achievement of best-in-class statistics and policies, are included in the index. Explore our latest news and stories covering innovation, our people, sustainability, marketing and more…. The commitments … The group comprises senior leaders from across Unilever and is accountable for setting our Diversity & Inclusion strategy, giving direction and acting as a catalyst for action. Giving line managers the ‘big picture’ of their appointment decisions raises their awareness and helps them make the unbiased choices the next time the opportunity arises. We recognise the importance of supporting new parents so that they can continue to contribute to our business. That’s about 15% of the global population, or 1 in 7 of us. This means In 2018 we completed the roll-out of our Global Maternal Wellbeing standard, which guarantees employees 16 weeks’ paid maternity leave, wherever they’re based. Among other measures, it entitles all employees to 16 weeks of paid maternity leave as a minimum. And the statistics suggest that people living with disabilities are among the most marginalised populations in the world in terms of employment and educational opportunity. We now have global guidelines to ensure accessibility in IT, recruitment, communications and workplace design. LONDON — Unilever on Jan. 21 revealed company goals designed to increase wages, the diversity of its suppliers and the number of young people who have essential skills. This research examined Managing Diversity in Multinational Organization with special reference to Unilever Nigeria Plc. Diversity and inclusion are strategic priorities, and they’re being driven and supported by our senior leadership. Each country and individual business function has its own targets, which reflect its particular diversity challenges. Our compensation structures are intended to be gender neutral, with any pay differences between employees in similar jobs fairly reflecting levels of individual performance and skill. The Unilever International business unit is very different to the core Unilever business. Our vision is a new way of doing business – one that delivers growth by serving society and the planet. With Professor Bohnet’s guidance, we introduced a metric called the Gender Appointment Ratio, which looked at the recruitment track records of some of our senior leaders over a five-year period, measuring how many men they had hired compared with the number of women. And because we recognise the valuable role of men as care-givers too, the same year we also launched our Global Paternity Leave standard. The … We are a global company selling fast-moving consumer goods. In January 2020, we were announced as a winner of the prestigious 2020 Catalyst Award for initiatives that have accelerated progress for women in the workplace. Improving female representation in the workforce is linked to the performance goals of our leaders. Unilever, one of the world’s leading suppliers … (Hensmans, 2013). There are now 27 women employed as technicians and team leaders at the factory – and the gender mix is helping drive success, according to Nihal Temur, our Vice President Supply Chain. CEO Alan Jope chairs Unilever’s Global Diversity Board. * As of 20 February 2020 (the latest practicable date for inclusion in this report), there were four females and nine males on the ULE. We initiated this metric with our Unilever Leadership Executive members, and have extended it to other parts of the business. The workshop helped me understand the reasons why that could be happening, suggested strategies to cope with them, and helped me to realise that it was far from unusual. There are two main elements to realising our vision for disabilities inclusion: These aims are at the heart of our Disabilities Inclusion Programme, which we introduced in 2018. Focus on performance – individual performance and organizational performance 2. Since then, we have celebrated International Women’s Day with our Gamechangers for Gender Equality campaign. Diversity & Inclusion is one of the things that we want Unilever to be famous for. I went through a real – and completely unexpected – crisis of confidence after coming back. We’ve identified our Supply Chain as one of the areas where we need to give diversity greater priority. Organizations are working on the established principle that more diversity of thought leads to greater innovation and business growth. We're also piloting group coaching programmes for parents before and after they take parental leave. Our Respect, Dignity and Fair Treatment Code Policy sets out what our employees must do to ensure that all our workplaces maintain our commitment to diversity. And in fact it’s delivered our greatest step change, reaching 40% female representation in management in 2019. Unilever has long been a passionate advocate for greater diversity and inclusion. Aline and Leena Nair, our Chief HR Officer explain the importance of MAPs. We want to ensure that the representation of women at the most senior levels in our business keeps increasing. “Our experience with job sharing has been a win–win situation for us personally and career-wise,” says Shelagh. We’ve featured men taking paternity leave, women in engineering, successful job shares and many more examples. Such innovation improves the product mix in Unilever’s marketing mix. Unilever: How We Achieved Gender Balance in Management and Inclusion April 29, 2020 Building a gender-balanced business doesn’t happen overnight; it’s a journey only made possible … Our Disabilities Inclusion Programme is built on a comprehensive analysis of the physical accessibility of our sites, the technological accessibility of our virtual sites, and our recruitment processes. By 2025, London-based Unilever … They work three days per week each, leading a team of people based in multiple global locations. We believe that our employees’ contributions are richer because of their diversity, and we want to help them feel free to bring their authentic self to work every day. Managing Diversity in Workforce Contents Introduction 2. This work supports the following UN Sustainable Development Goals. And we want to accelerate progress in equality of opportunity and women’s empowerment, because as two of our most material issues, they’re central to our business growth and our social impact. This is Unilever's global company website, Nine ways we're making Unilever a more gender-balanced business, - Despite our 2019 progress at management level, we still have more to do to ensure a balanced representation of women. ensuring that our workplaces, systems and processes do not present barriers to those with a disability. Led by senior management, Unilever’s diversity councils help shape the diversity and inclusion philosophy it delivers to its employees. 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