Labels and certifications

Engagement Jeunes Happy Trainees Initiative STOPE pour lutter contre le sexisme ordinaire en entreprise La charte de la Diversité La charte d’engagement LGBT+ de l'Autre Cercle #Manifeste Inclusion

Principal diversity and inclusion indicators

Transversal

84%

Gender

81%

Disability

85%

Ethnicity

67%

Generations

73%

LGBT+

68%

Transversal


Mixity score

NESTLE

Medium score in my sector

Medium score in all companies

Key indicators

Number of employees in the company

Icone people
 9,517 

Rate of employees satisfied with the D&I policy

 80% 
 74% 
 80% 

Number of employees questionned about Diversity and Inclusion in the company

during the last 2 years

Percentage of people in charge of purchasing trained in inclusive purchasing

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of managers trained on non-discrimination during the last 24 months

during the last 2 years

Percentage of new arrivals in the company made aware to inclusion and non-discrimination

within 3 months of recruitment

Percentage of parents and caregivers identified in the company

 Percentage of parents with dependent children
 Percentage of caregivers supporting a relative with a loss of autonomy
 Percentage of employees identified as caregivers or parents

 UA* 
 UA* 
 UA* 

The company promotes the pro-personal life balance of employees including parents and caregivers with the following actions ...


Flexibilité des horaires

Charte de télétravail pour les postes compatibles

Gestions des enfants malades

Prise en compte des vacances scolaires

Dispositif de soutien aux aidants

Autres

*UA = Unavailable

Objectifs pour Transversal

Strengths

Points forts pour recruitment

Recruitment : Un tiers des managers (f/h/nb) ont également été formés au recrutement inclusif.

Points forts pour governance

Governance : L'entreprise implique ses partenaires sociaux dans la définition et le suivi de sa politique de diversité et inclusion

Points forts pour governance

Governance : L'entreprise a engagé une démarche de promotion de la diversité dans ses relations extérieures (fournisseurs, prestataires, sous-traitants, etc.)

Points forts pour work-life-balance

Work life balance : L' entreprise favorise l'équilibre vie pro/vie perso et prend en compte les situations des collaborateurs (f/h/nb) ayant des enfants, en adaptant l'organisation de leur travail.

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Objectifs pour Transversal

Areas of improvement

Points d'amélioration pour awareness

Awareness : Le taux de nouveaux arrivants (f/h/nb) dans l'entreprise sensibilisés à l'inclusion et la non-discrimination dans les 3 mois suivant le recrutement est inférieur à 20%.

Points d'amélioration pour recruitment

Recruitment : Lors des entretiens de recrutement, l'entreprise ne communique pas encore sur les valeurs de diversité et d'inclusion.

Points d'amélioration pour work-life-balance

Work life balance : L'entreprise n'identifie pas encore les collaborateurs aidants (f/h/nb) (enfants ou proches en perte d'autonomie.

Objectifs pour Transversal

Recommended goals to reach over more or less 3 years

ObjectivesTransversal

Awareness : Continue training managers (f/h/nb) to reach 100% trained in non-discrimination and inclusion. Provide them with neutral recruitment tools (CV analysis grid, skills reference framework, standard job offers, recruitment and interview guide)

Monitor the implementation of the system for identifying and correcting recruitment bias and make it accessible to all employees (f/h/nb).

ObjectivesTransversal

Awareness : Continue to survey employees on the company's Diversity and Inclusion policy (feeling of inclusion, satisfaction with the actions, knowledge of the systems, inappropriate behaviour, ideas and good practices, etc.) in order to achieve a better satisfaction rate.

Highlight your footprint, Mixity scores and targets in order to be transparent about your Diversity & Inclusion practices and promote your efforts.

ObjectivesTransversal

Recruitment : Communicating the company's commitment to diversity and inclusion in job advertisements and recruitment interviews to convey its values.

Designing job advertisements to be inclusive of all profiles.

Include employees (f/h/nb) with atypical backgrounds in the executive recruitment process to promote diversity.

ObjectivesTransversal

Work life balance : Carry out a survey to identify the number of parents and carers and to collect the needs in terms of actions and facilities.

Formalise a policy of support for carers (F/H/NB) by setting up specific actions and informing them of the measures already in place.

ObjectivesTransversal

Awareness : Continue the implementation of Diversity Days by broadening the topics and covering a maximum number of themes. Do not hesitate to go beyond the "flagship" days during the year and create more spontaneous events.

Let the members of internal networks and the company's reference persons be a force for proposals in this area.

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Gender


Mixity score

NESTLE

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the company

Women

  37%


Men

  63%


Non-binary

  UA*

Percentage of women senior managers in the company

Percentage of women on the Executive Committee

Percentage of women managers in the company

French Gender Equality Index

89
 / 100

Rating at the French Gender Equality Index

Actual pay gap between women and men (job families and comparable ages)


0.44% in favour of men
 Women
 Men

Actual pay gap between women and men managers (job families and comparable ages)


UA*
 Women
 Men

Actual pay gap between women and men who are not managers (job families and comparable ages)


UA*
 Women
 Men

Percentage of women in the top 10 wages

Gap between the portion of women and men with a salary increase...

  Femmes

  Hommes


... increased in salary

2.06% in favour of women

... promoted

2.20% in favour of women

Gap between training hours attended by men and women


8% in favour of men
 Women
 Men

Split by gender...

 Women
 Men
 Non-binary

… in Sales/Sales/Customer Service Functions

 53% 
 47% 
 UA* 

... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)

 22% 
 78% 
 0% 

... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)

 50% 
 50% 
 0% 

Number of paid leave for other new parent (fathers and co-parents) in days - in your company


11
UA*
30
 Nat. Average.
 2021

Percentage of employees made aware of sexual harassment and sexual violence.

*UA = Unavailable

Objectifs pour Genre

Strengths

Points forts pour career-development

Career development : Le pourcentage de femmes augmentées après un congé maternité (1 an max) est de 100%.

Points forts pour career-development

Career development : Existence d'un programme de mentoring pour aider les femmes dans leur évolution de carrière.

Points forts pour work-life-balance

Work life balance : Participation de l'entreprise et/ou du CSE aux modes d'accueil de la petite enfance.

Points forts pour recruitment

Recruitment : L'entreprise veille à proposer des stages / contrats en alternance pour les étudiant.e.s dans les métiers non mixtes.

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Objectifs pour Genre

Areas of improvement

Points d'amélioration pour life-articulation

Work-life balance : L'entreprise n'assure pas encore de suivi des congés pris par les seconds parents pour l'accueil de l'enfant.

Points d'amélioration pour career-development

Career development : Le taux de femmes + non binaires dans les métiers techniques et informatiques est de 22%.

Objectifs pour Genre

Recommended goals to reach over more or less 3 years

ObjectivesGenre

Governance : Monitor more precisely the main gender equality indicators (pay gap, increments, catching up after maternity leave, training, etc.) and implement corrective actions based on existing ones.

ObjectivesGenre

Governance : Strengthen gender parity at management level by challenging existing targets. Use the existing gender networks and mentoring programme to promote career support, skills assessments and training.

Continue to monitor training hours by gender in order to reduce the training gap between women and men.

ObjectivesGenre

Recruitment : Monitor the newly implemented actions regarding the presentation of a share of women and men in the recruitment process.

Ensure that job advertisements are inclusive in terms of writing, skills and visuals.

ObjectivesGenre

Diversity in professions : Continue recruitment actions for women in the technical and digital sector in order to achieve similar results to other trades.

Continue to offer specific internships and work placements for women and strengthen partnerships with schools involved in these issues.

ObjectivesGenre

Awareness : Strengthen existing awareness-raising around gender-based and sexual violence, including through more permanent materials and continuous display.

ObjectivesGenre

Work life balance : Communicate more with employees (m/f/nb) about their rights and benefits regarding parental leave to ensure a good work/life balance.

Implement a follow-up of second-parent leave and awareness-raising among employees (m/f/nb).

Ensure effective follow-up before and after maternity and parental leave to gather needs and support the return to the company.

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Disability


Mixity score

NESTLE

Medium score in my sector

Medium score in all companies

Key indicators

Percentage of employees with invisible and visible disabilities in the company.

Recruitment rate on employees with disabilities during the last 12 months

Split by generations in the company

 Women
 Men
 Non-binary

 38% 
 62% 
 UA* 

Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people

Icone money
 9,162,274
i.e. UA* of purchases
● UA*   ● 0.27%

Accessibility rate ...

Accessibility rate of company sites (all establishments in France and head office in France of which you are the owner) as a percentage.
 UA* 
 UA* 
 94% 
... in the company reference website
 83% 
 88% 
 89% 

Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability

*UA = Unavailable

Objectifs pour Handicap

Strengths

Points forts pour work-life-balance

Work life balance : L'entreprise mène des actions en coordination avec la médecine du travail ou des partenaires externes pour réduire le risque de perte d’emploi pour raisons de santé.

Points forts pour work-life-balance

Work life balance : L'entreprise a prévu un dispositif ou est capable d'adapter l'environnement de travail et de faciliter le reclassement d'un salarié ayant un problème de santé au travail.

Points forts pour recruitment

Recruitment : En phase de recrutement, existence d'une démarche pro-active pour trouver des candidats (f/h/nb) en situation de handicap.

Points forts pour recruitment

Recruitment : L'entreprise a mis en place des stages / contrats en alternance pour les personnes en situation de handicap.

Points forts pour awareness

Awareness : Les actions de sensibilisation intègrent la prévention du handicap des salariés (risques professionnels, facteurs de risques des maladies chroniques : sédentarité, alimentation, addictions).

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Objectifs pour Handicap

Areas of improvement

Points d'amélioration pour working-conditions

Working conditions : Pas de suivi du taux d'accessibilité des établissements de l'entreprise.

Points d'amélioration pour governance

Governance : Pas encore de diagnostic réalisé sur les éléments suivants : recrutements récurrents/situation de pénibilité/ analyse santé au travail.

Objectifs pour Handicap

Recommended goals to reach over more or less 3 years

ObjectivesHandicap

Governance : Carrying out a complete diagnosis (recurrent recruitment / situation of hardship / occupational health analysis) on disability thanks to players such as Agefiph.

Include an analysis of the accessibility of the company's buildings in this diagnosis.

ObjectivesHandicap

Governance : Raise awareness internally of the invisible disability and support people who volunteer to declare a disability, in particular through recognition as a disabled worker.

Formalise the support system for people with chronic illnesses by raising awareness of these illnesses and communicating about the company's actions and systems.

Integrate invisible disabilities (mental disorders and neurodiversity) into awareness-raising, recruitment and purchasing procedures.

ObjectivesHandicap

Awareness : Continue to raise awareness of the subject of disability among employees (f/h/nb).

In addition to the strong external communication, communicate more internally on the company's commitment, for example by putting forward role models to testify on their experiences inside and outside the company.

ObjectivesHandicap

Purchases : Analyse recurrent purchases and encourage subcontracting and co-contracting with companies from the adapted and protected sector.

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Ethnicity


Mixity score

NESTLE

Medium score in my sector

Medium score in all companies

Key indicators

Number of nationalities in the company

Icone earth
 67

Number of nationalities in the Executive Commitee

Icone earth
 2

Recruitment rate on employees from the priority areas of city Policy and rural areas

Percentage of trainees and/or internship from the priority areas of city Policy and rural areas

Executives' rate with a public or semi-public university degree/total Executives cohort

Percentage of people with a nationality other than French in the total workforce

Percentage of people with a nationality other than French within managers

*UA = Unavailable

Objectifs pour Multi-culturel

Strengths

Points forts pour governance

Governance : Le nombre de nationalités dans l'effectif est supérieur à 10.

Points forts pour recruitment

Recruitment : L'entreprise accueille des stagiaires de 3ème issus du Réseau d'Education Prioritaire (REP).

Points forts pour recruitment

Recruitment : Existence de dispositifs spécifiques avec des partenaires de l'emploi, associations, fondations... pour le recrutement de candidats fragilisés ou éloignés de l'emploi.

Points forts pour work-life-balance

Work life balance : Existence au sein de l'entreprise d'au moins une personne référente à même d'écouter ou d'apporter un soutien spécifique à un.e salarié.e sur des sujets liés à la discrimination (origines sociales, culturelles...) si nécessaire.

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Objectifs pour Multi-culturel

Areas of improvement

Points d'amélioration pour recruitment

Recruitment : L'entreprise ne suit pas encore le taux de réponses aux candidatures (spontanées et/ou réponses aux offres d'emplois de l'entreprise) en suivant la répartition par lieu de résidence et origine.

Points d'amélioration pour work-life-balance

Work life balance : Pas encore de management des pratiques religieuses défini pour l’environnement professionnel (règlement intérieur, guide interne du management...).

Objectifs pour Multi-culturel

Recommended goals to reach over more or less 3 years

ObjectivesMulti-culturel

Recruitment : Pursue recruitment actions in favour of people who are far from employment.

Carefully monitor and strengthen the multicultural and social diagnosis of recruitment through actions (onomastic analysis, testing, surveys, type of diplomas and schools, etc.).

Formalise the monitoring of response rates to applications.

ObjectivesMulti-culturel

Awareness : Maintain efforts on events and resources on social and ethnic diversity in order to deconstruct the taboos that still exist around these topics.

ObjectivesMulti-culturel

Recruitment : Implement actions to recruit employees, trainees and alternating work experience (f/h/nb) from the urban policy districts. Monitor this data.

Also focus on refugees.

ObjectivesMulti-culturel

Awareness : Formalise a policy that defines the inclusive management of religious practices.

Train managers in the expression of religion with workshops/conferences.

Putting in place a guide on religious issues to set out the definitions, rights and duties of everyone.

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Generations


Mixity score

NESTLE

Medium score in my sector

Medium score in all companies

Key indicators

Split by generations in the company

Hiring rate of seniors over 50 (employment contracts) compared to all hires over the year (12 months)

Hiring rate of young people under 25 (employment contracts, internship and trainees included) compared to all hires over the year (12 months)

Hiring rate for under 30s from internships and work-study programs

Number of interns and work-study students recruited in the last 12 months

Icone graduation_cap
 694

Training rate

... over 55 years

 81%


... under 25 years

 100%


… of all staff

 100%

Middle age ...

*UA = Unavailable

Objectifs pour Multi-générationnel

Strengths

Points forts pour recruitment

Recruitment : L'entreprise a mis en place une politique d’embauche d’apprentis.

Points forts pour career-development

Career development : Le taux d'effectif d'encadrement chez les salariés de moins de 45 ans est supérieur à 20%.

Points forts pour career-development

Career development : Existence d'un dispositif de tutorat jeunes -séniors au sein de l'entreprise.

Points forts pour career-development

Career development : L’entreprise a développé une culture de formation tout au long de la vie.

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Objectifs pour Multi-générationnel

Areas of improvement

Points d'amélioration pour governance

Governance : Pas encore de politique "intergénérationnelle" au sein de l'entreprise.

Points d'amélioration pour governance

Governance : Pas encore de scénarios définis pour la gestion des départs/arrivées du personnel en fonction des spécificités de votre pyramide des âges pour les 3 à 5 ans à venir.

Points d'amélioration pour governance

Governance : Pas encore d'étude interne réalisée pour définir quels sont les collaborateurs qui détiennent les compétences clés de l'entreprise.

Points d'amélioration pour career-development

Career development : L'entreprise n'a pas encore défini des objectifs chiffrés de maintien dans l'emploi des salariés (f/h/nb) de plus de 55 ans.

Points d'amélioration pour work-life-balance

Work life balance : Pas encore de dispositif pour réduire le taux d'absentéisme des séniors.

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Objectifs pour Multi-générationnel

Recommended goals to reach over more or less 3 years

ObjectivesMulti-générationnel

Governance : Define scenarios for managing staff departures / arrivals according to the specificities of your age pyramid for the next 3 to 5 years in order to anticipate recruitment and skills transfer needs.

ObjectivesMulti-générationnel

Working conditions : Strengthen actions to encourage people over 55 to remain in employment (adjustment of working hours and posts, retirement transition policy, part-time work, etc.) and define quantified targets for remaining in employment.

ObjectivesMulti-générationnel

Recruitment : Implement actions to recruit more young people. Train recruiters on age stereotypes.

Monitor the rate of internships and work experience schemes that are evolving on a job offer. Strengthen partnerships with universities/schools to encourage the recruitment of young graduates (f/h/nb) and turn to dedicated platforms such as Jobteaser.

ObjectivesMulti-générationnel

Training : Formalise an intergenerational policy to promote exchange and transmission.

Define the key competences within the company, establish profiles of the people who possess them and set up a transmission system.

ObjectivesMulti-générationnel

Training : Set up skills sponsorship with organisations involved in diversity, inclusion and equal opportunities, particularly in the context of the retirement transition provision. Promote this scheme and monitor the number of people participating and the impact of the actions.

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LGBT+


Mixity score

NESTLE

Medium score in my sector

Medium score in all companies

Key indicators

Number of employees who make part of the LGBT+ community and/or network

Icone people
 15 

Existence of LGBT network gathering LGBT+ employees or allies


Split by gender in the LGBT+ network

 8% 
 7% 
 UA* 
 Women
 Men
 Non-binary

Number of actions carried out during the year with LGBT associations

Icone hands
 0

Number of media communication in the past 12 months on LGBT+ inclusion

Icone antenna
 1

Number of social media communication in the past 12 months on LGBT+ inclusion

Icone smartphone
 2

Number of workshops, conferences, speaking engagements, testimonials on LGBT+ issues over the past 12 months

Icone megaphone
 2

Percentage of employees made aware about LGBT topics

*UA = Unavailable

Objectifs pour LGBT+

Strengths

Points forts pour work-life-balance

Work life balance : En cas de mobilité géographique, la prise en compte d'un couple pacsé est la même que pour un couple marié.

Points forts pour awareness

Awareness : L'entreprise a au moins une fois dans l'année été impliquée dans une manifestation externe faisant référence explicitement à l'orientation sexuelle / identité et expression du genre.

Objectifs pour LGBT+

Areas of improvement

Points d'amélioration pour governance

Governance : L'entreprise n'a pas encore mis en place une démarche de mécénat ou de soutien auprès d’organisations représentatives des personnes LGBT+.

Points d'amélioration pour recruitment

Recruitment : L'entreprise n'a pas participé à un événement de recrutement qui s'adressent aux personnes LGBT+.

Points d'amélioration pour awareness

Awareness : L'entreprise n'a pas mené d'actions sur l'année avec des associations LGBT+.

Objectifs pour LGBT+

Recommended goals to reach over more or less 3 years

ObjectivesLGBT+

Governance : To give the LGBT+ issue the same priority as other diversity issues, especially when speaking externally and in the media.

Use the LGBT resource group as ambassadors of the company's policy and openness at recruitment events. Enable them to publicise the company's offers and commitments to attracting LGBT+ talent and demonstrate the company's policy on these issues.

ObjectivesLGBT+

Awareness : To ensure the proper implementation of the awareness-raising process for managers and HR staff to support the professional coming-out of LGBT+ persons.

Communicate explicitly internally on the management's openness towards LGBT+ people in order to create a caring corporate culture towards LGBT+ people, as well as on the sanction mechanism in place in case of LGBTphobic behaviour or remarks.

Highlight the focal point and newly developed documentation on the subject.

ObjectivesLGBT+

Communication : Establish a support process for organisations representing LGBT+ people and LGBT+ student networks (sponsorship, donations, partnerships, etc.).

Carry out actions with LGBT+ organisations to show the company's commitment and support for LGBT+ people.

Encourage the LGBT+ network within the company to raise the issue internally, organise events and workshops, and promote role models.

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