Diversity Recruit | The first 360° approach to inclusive recruitment

Mixity Diag
NESTLE

Diversity & Inclusion Score

81/100


Gender

82%

Disability

84%

Ethnicity

76%

Generations

73%

LGBTQIA+

86%

Logo Mixity

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 PAQTE

Principal diversity and inclusion indicators

Transversal

85%

Gender

82%

Disability

84%

Ethnicity

76%

Generations

73%

LGBTQIA+

86%

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

Icone people
 9,380 

Rate of employees satisfied with the D&I policy

 94% 
 73% 
 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

Icone money
 8,000,000
i.e. UA* of purchases
● 20%   ● 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.
 UA* 
 UA* 
 92% 
... in the organisation reference website
 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

Icone earth
 79

Number of nationalities in the Executive Commitee

Icone earth
 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

Icone graduation_cap
 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

Icone people
 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

Icone hands
 1

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

Icone smartphone
 2

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

Icone megaphone
 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.
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