The latest example of the power of inclusiveness can be seen in the Best Workplaces for Diversity list we just produced in partnership with Fortune. For example Unilever employees must: PDJ March 22, 5. Cross-functional teams comprised of men and women who are intergenerational and racially diverse stimulate new thinking, which leads to greater possibilities. For example Unilever employees must:. PDJ Sep 27, 1.
The firm's Europe diversity director is working with various country units to roll out the strategy. The director faces obstacles such as cultural differences between countries and, generally, low awareness of the benefits a diversity strategy can bring.
Over the past month, Mayor Ginther hosted small community meetings to hear challenges and solutions from residents across Columbus. After these conversations and a focused study of policies and initiatives, Mayor Ginther and his administration announced programs started in the last year that have been successful and will be continued or expanded: Last summer, the Columbus Division of Police launched a pilot program in Linden that used bike patrol officers to engage residents and build relationships in an effort to prevent violent crime and gather information that would help hold those responsible for violent crimes accountable.
The results were overwhelmingly positive. In addition, the police made more than resident contacts and more than crime tips. We will increase training courses for CIT training to Columbus police officers in the coming year with a goal of having 50 percent of all police officers trained by We will also mandate CIT training for all Columbus police cadets. In , the City of Columbus added community evaluators to the committees that screen potential police officers and firefighters to help the Columbus Division of Police and the Columbus Division of Fire reflect the great diversity of our city.
In addition, the Office of Diversity and Inclusion, along with the Division of Police, applied for a Department of Justice grant to expand diversity recruitment and foster better community-police relations.
Participants receive intensive counseling, including from crime victims, their families, clergy, medical professionals, police, judges and prosecutors. Participants are offered social services and workforce development as an alternative to re-offending. A Job Readiness Program launched by Recreation and Parks provided 30 young people with employment, job training and mentorship.
We're creating opportunities for women across our business — including in the technical or supervisory roles where in some markets they are under-represented. This allows individuals to flourish and, often, secure higher pay. And it strengthens our business by widening our talent pool. In , 11 female machine operators and one female supervisor joined our production line in Jeddah making Lifebuoy and Lux liquid soaps. They were the first local women to join our blue-collar workforce.
One day, I would like to maybe move into a supervisor role. I am ambitious and this could open doors. Unilever was the first fast-moving consumer goods company to obtain official permission from the Labour Office in Saudi Arabia to employ women. At the time — in — we recruited mainly into our Marketing and Consumer Marketing Insight functions. Sustained leadership accountability and awareness building, clear targets and measurement, programmes to recruit, retain and develop female talent, internal and external communications and engagement, and our network of Diversity and Inclusion Champions are all part of our overall approach.
We want to ensure that the representation of women at the most senior levels in our business keeps increasing. But we still have much to do: Since around of our most senior managers have benefited from the programme.
Our brands also play an active role in supporting women as leaders. In , Pond's and the Vital Voices Global Partnership launched the VVLead Fellowship , which brings together women leaders of social change to advance and amplify their work through collaboration, visibility and training. We run programmes across the business aimed at attracting, retaining, and developing female talent.
These are based on a global framework and tailored to meet the needs of individual countries and regions. Our hiring managers must use 'balanced slates' which means an equal number of qualified female and male candidates to make sure there's a level playing field of talented people to promote.
Our agile working policy, for example, allows people to work anytime, anywhere, as long as business needs are being fully met. Not enough women become engineers — and not enough of our engineers are women. Together, we've run a series of programmes and events in Mexico, Brazil, Germany, Indonesia and the UK to raise the profile of engineering careers at Unilever and attract the new engineers we need to continue to grow as a business. The WomEng programme is a two-day leadership conference which provides participants with opportunities to build their professional skills and expand their network.
The events typically include our senior leaders alongside management trainees from our Future Leaders Programme who lead sessions as well as providing an insight into real-life engineering at Unilever. I learned a ton about networking, mentoring, and even about the future of Artificial Intelligence, and how best to continue my journey and become a leader.
I enjoyed meeting fellow students and female leaders from Unilever and WomEng and learning from their experiences and making connections. We recognise the importance of supporting new parents so that they can continue to contribute to our business.
This gives returning mothers access to facilities that allow them to nurse their baby and to have all the flexibility they need to return to the workplace. Among other measures, it entitles all employees to 16 weeks of paid maternity leave as a minimum. Our Global Standard is already improving support for mothers. For example, it includes a minimum of 16 weeks paid maternity leave, or the local statutory minimum — whichever is more favourable.
All mothers returning to work now have access to a variety of flexible options, such as part-time or agile working and job sharing, based on the requirements of their role. As we roll out our Global Standard, we'll be increasing the availability of breastfeeding facilities and ensuring nursing mothers have two minute breaks in the day.
Her job is learning and development for people in Human Resources across Unilever. My boss was great at striking the right balance during my year off on maternity leave, keeping me in the loop and inviting me to things regularly. My boss trusts me to get the job done, when and how it works for me. When I turn off my laptop, I can be with my daughter five minutes later. My childminder is very close to my home, so the time I save by not commuting is quality time with her.
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These appointees were expeted to out binäre optionen ea state of diversity in global workplace and to develop a rolling strategy tailored to their particular situation. L’Oreal S.A.: Rolling out the Global Diversity Strategy Case Solution & Answer. A firewall is blocking access to Prezi content. Check out this article to learn more or contact your system administrator. Global Equity Markets: The Case of Royal Dutch and Shell Royal Dutch Shell in Nigeria: Operating in a Fragile State L’Oreal S.A.: Rolling out the Global Diversity Strategy Wiwa v.