Mixity Diag
NESTLE
Diversity & Inclusion Score
81/100
Labels and certifications
Principal diversity and inclusion indicators
Transversal
Gender
Disability
Ethnicity
Generations
LGBTQIA+
Transversal
Mixity score
NESTLE
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 1 pts
Key indicators
Number of persons in the organisation
9,380
Rate of employees satisfied with the D&I policy
94%
72%
87%
Number of employees questionned about Diversity and Inclusion in the organisation
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 organisation made aware to inclusion and non-discrimination
within 3 months of recruitment
Percentage of parents and caregivers identified in the organisation
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 organisation 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
✓ Autres
✗ Dispositif de soutien aux aidants
*UA = Unavailable
Strengths
Governance
The organisation launched the Nestlé is You Steering Committee with the sponsorship of the Executive Board
Awareness
Throughout the year, the company offers a number of events dedicated to the subjects of diversity and inclusion
Recruitment
Lors des entretiens de recrutement, l'entreprise communique clairement sur les valeurs de diversité et d'inclusion.
Areas of improvement
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%.
Recruitment
L'entreprise n'a pas encore mis en place un dispositif d'identification et de correction des biais de recrutement.
Recommended goals
Governance
Continue to regularly survey employees on the company's Diversity and Inclusion policy in order to better respond to needs: feeling of inclusion, satisfaction with actions, knowledge of systems, inappropriate behaviours, ideas and good practices...
Governance
Continue your fight against bias and stereotypes in the various processes and in the life of the company. Make neutral tools available: CV analysis grid, skills repository, standard offers, recruitment and interview guide, etc.
Awareness
Ensure that all newcomers follow an awareness-raising course to learn about the company's values and positions and acquire the foundations for inclusive behaviour.
Worklife 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 support policy and communicate on existing actions.
Governance
In line with your strong commitment to inclusive procurement, formalise a training scheme for those in charge of procurement.
Gender
Mixity score
NESTLE
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 1 pts
Key indicators
Split by generations in the organisation
Women
37%
Men
63%
Non-binary
UA*
Percentage of women senior managers in the organisation
Percentage of women on the Executive Committee
Percentage of women managers in the organisation
French Gender Equality Index
90
/ 100
Rating at the French Gender Equality Index
Actual pay gap between women and men (job families and comparable ages)
UA*
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
UA*
... promoted
1%
in favour of men
Gap between training hours attended by men and women
2%
in favour of men
Women
Men
Split by gender...
Women
Men
Non-binary
… in Sales/Sales/Customer Service Functions
52%
48%
UA*
... in technical and IT jobs (web, IT jobs, technicians, engineers, operators and specialized agents)
22%
78%
UA*
... in support professions (administration, human resources, procurement, communication, marketing, logistics, risk, audit, finance)
64%
36%
UA*
Number of paid leave for other new parent (fathers and co-parents) in days - in your organisation
25
UA*
30
Nat. Average.
2023
Percentage of employees made aware of sexual harassment and sexual violence.
*UA = Unavailable
Strengths
Governance
With the Women In Operations programme and a partnership with the association Elles bougent, the organisation is working to promote the presence of women in non-mixed professions
Governance
The company supports several associations or foundations promoting gender equality in organisations
Work-life balance
Nestlé commits to employee parenting with a day and workshops dedicated to it
Areas of improvement
Gender balance in the workforce
The rate of women in technical occupations is 22%.
Work-life balance
The company does not yet track leave taken by second parents for childcare.
Recommended goals
Governance
Continue to monitor pay, increment and promotion gaps by gender in order to further reduce gender gaps and achieve a higher score on the Equality Index.
Career development
Continue to pay particular attention to management and leadership positions so that women have equal access and develop under the same conditions.
Gender balance in the workforce
Continue and communicate widely on your recruitment actions for women in the technical and digital sector in order to achieve similar results to other professions.
Work-life balance
Continue to develop your events related to parenting, especially for second parents. Strengthen communication and awareness-raising actions on this subject.
Disability
Mixity score
NESTLE
Medium score in my sector
Medium score in all companies
Evolution since 2021
▼ -1 pts
Key indicators
Percentage of employees with invisible and visible disabilities in the organisation.
Recruitment rate on employees with disabilities during the last 12 months
Split by generations in the organisation
Woman
Man
Non-binary
34%
66%
UA*
Percentage and annual net amount spent on purchases from structures in the protected and/or adapted work sector for disabled people
8,000,000
i.e. UA* of purchases
● 0.44%
● UA*
Accessibility rate ...
Accessibility rate of organisation sites (all establishments in France and head office in France of which you are the owner) as a percentage.
... in the organisation reference website
UA*
UA*
91%
76%
84%
86%
Percentage of employees having followed an awareness and / or training program during the year with mention of stereotypes related to disability
*UA = Unavailable
Strengths
Governance
The organisation took part in a number of external events on the theme of disability
Worklife 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.
Recruitment
En phase de recrutement, existence d'une démarche pro-active pour trouver des candidats (f/h/nb) en situation de handicap.
Areas of improvement
Governance
There has not yet been a study of the accessibility rate of the organisation's establishments
Awareness
Le taux de salariés (f/h/nb) sensibilisés au sujet du handicap dans l'entreprise est inférieur à 20%.
Recommended goals
Governance
In line with your 2023 objectives, conduct an accessibility analysis of your organisation's buildings.
Governance
Continue to increase the employment rate of disabled people by strengthening your recruitment process. Raise awareness and support employees in order to remove taboos about the RQTH and encourage them to declare themselves.
Awareness
Continue to develop awareness-raising events, taking care to include all disabilities: visible, invisible, neurodiversity, chronic diseases. Follow up on awareness-raising actions on the various subjects by gender, age and service.
Worklife balance
In line with your objectives, continue to develop and communicate on your schemes to raise awareness and support employees on the subject of chronic diseases.
Ethnicity
Mixity score
NESTLE
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 9 pts
Key indicators
Number of nationalities in the organisation
79
Number of nationalities in the Executive Commitee
3
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
Strengths
Governance
Un diagnostic sur la politique diversité multiculturelle a été réalisé soit en interne soit par une structure extérieure.
Recruitment
Existence de dispositifs spécifiques avec des partenaires de l'emploi, associations, fondations... pour le recrutement de candidats fragilisés ou éloignés de l'emploi.
Worklife 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.
Areas of improvement
Governance
The organisation is not yet committed to the employment of refugees
Recruitment
The organisation does not yet track the type of degree of its managers to identify possible biases in the processes
Recruitment
The company does not yet track the response rate to applications by place of residence and origin
Recommended goals
Recruitment
Set up a follow-up of the diplomas of the people recruited, in particular for positions of responsibility, in order to identify possible biases and promote the integration of atypical profiles.
Governance
In line with your objectives, facilitate and better communicate your opportunities to young people with the support of your associations. Deploy internal awareness and communication to reach your target of 100 mentors.
Awareness
Ensure the deployment and follow-up of the reception of your guide dedicated to the management of the religious fact. Offer workshops/conferences/resources to deconstruct possible taboos.
Governance
Broaden your strong commitment to people who are far from employment by developing partnerships with actors, associations or foundations that are committed to refugees.
Generations
Mixity score
NESTLE
Medium score in my sector
Medium score in all companies
Evolution since 2021
= 0 pts
Key indicators
Split by generations in the organisation
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
Training rate
... over 55 years
91%
... under 25 years
86%
… of all staff
97%
Number of interns and work-study students recruited in the last 12 months
756
*UA = Unavailable
Strengths
Governance
With the Nestlé Needs YOUth Programme, the organisation has set ambitious goals for youth inclusion and employability
Governance
In 2022, Nestlé launched YEP (Youth Entrepreneurship Platform), a digital platform for young entrepreneurs to facilitate their access to the world of entrepreneurship and innovation
Career development
Existence of a mentoring scheme for young people and seniors within the company
Areas of improvement
Governance
Pas encore de politique "intergénérationnelle" au sein de l'entreprise.
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.
Governance
Pas encore d'étude interne réalisée pour définir quels sont les collaborateurs qui détiennent les compétences clés de l'entreprise.
Recommended goals
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.
Career development
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.
Career development
Strengthen actions to encourage the retention of people over 55 in employment (adjustment of working hours and posts, retirement transition policy, part-time work, etc.) and define quantified targets for retention in employment.
LGBTQIA+
Mixity score
NESTLE
Medium score in my sector
Medium score in all companies
Evolution since 2021
▲ 18 pts
Key indicators
Number of employees who make part of the LGBTQIA+ community and/or network
21
Existence of a network gathering LGBTQIA+ employees or allies
Split by gender in the LGBTQIA+ network
57%
43%
UA*
Woman
Man
Non-binary
Number of actions carried out during the year with LGBT associations
1
Number of social media communication in the past 12 months on LGBTQIA+ inclusion
2
Number of workshops, conferences, speaking engagements, testimonials on LGBTQIA+ issues over the past 12 months
3
Percentage of employees made aware about LGBTQIA+ topics
*UA = Unavailable
Strengths
Governance
The organisation has engaged with the Other Circle by conducting the IFOP LGBT+ Barometer and participating in the Role Models and Allies ceremony
Awareness
Dans ses communications sur sa politique de non-discrimination, l'entreprise fait explicitement référence à l'orientation sexuelle / identité et expression du genre.
Awareness
Existence au sein de l'entreprise d'un dispositif spécifique et/ou d'une démarche de sensibilisation des managers et personnels RH pour accompagner le coming out professionnel des personnes LGBT+.
Areas of improvement
Communication
The company could communicate more externally on LGBT+ issues
Governance
The organisation has not yet engaged with LGBT+ youth, for example by supporting a student network
Recommended goals
Governance
Use the LGBTQ+ resource group as ambassadors of the company's policy and openness, both internally and externally, and establish that the subject is also professional.
Governance
Establish flexibility in internal identity (signature, badge, uniform...) to ensure the well-being of non-binary people or people in gender transition.
Awareness
Build on your existing training schemes to ensure that managers and HR staff are able to support LGBT+ people coming out of work.
Communication
Continue to take your engagement with LGBT+ people externally. Involve your LGBTQ+ role models to demonstrate the company's openness on the subject.