That is why we are defining primary and secondary caregivers widely, for example as either a biological or adoptive parent or a legal guardian. Nestlé, the world's largest food and beverage company, is committed to enhancing quality of life and contributing to a healthier future.
A coaching network enables each of our participating markets to have a representative to coordinate activities. We are extending parental leave for the primary caregiver from 14 weeks of fully paid leave to 18 weeks on full pay. Staff induction course Induction courses and refresher training sessions are provided to ensure that staff are familiar with the University's policies and procedures. Gender balance is also embedded in all our human resources practices, including selection, succession planning and promotion.A question about Nestlé’s brands, policies, or products? Similar celebrations were held in other locations, including Italy, Panama, the UK and the US.We will continue the three-year assessment with the countries in 2020 and beyond in order to ensure that Nestlé remains a living wage employer globally.Launched in 2019, our Gender Balance Acceleration Plan aims to increase the proportion of women in our top 200 senior executive posts from around 20% at present to 30% by 2022, as well as to introduce a series of other initiatives to improve gender balance.At the heart of workers’ rights is the freedom to join trade unions and bargain collectively. The award recognizes Nestlé’s culture of support and empowerment, which includes employee-led engagement groups, inclusive hiring approaches, and company-wide learning and development. For Nestlé to grow and prosper, we must ensure our employees are engaged and fairly remunerated, and that they have the knowledge and skills to carry out their roles and to grow, prosper and fulfill their potential.Building a diverse, inclusive workforce for the futureAt Nestlé, we have a strong performance culture grounded in a deep belief that supporting and developing our people is what helps us create the leaders of the future. Nestlé also engages in regular dialogue with our employees and union representatives so matters of mutual concern and interest can be discussed and resolved. It will be rolled out to all countries in which we operate by end of December 2022.An essential part of our future success is developing the capabilities of our business leaders. Everything you need to know about Nestlé is here: brands, key figures, milestones.We ensure learning goes hand in hand with career development through this 70–20–10 approach (in which 70% of development is on the job, 20% is via feedback and 10% is through courses and reading).
This new format will enable us to gather employees’ comments in a quicker, more effective manner.
The present Policy replaces the Nestlé Industrial Relations Policy issued in 2000. We also promote freedom of association throughout our supply chain.Nestlé aims to reach out to diverse talent and embrace the different skills, cultures, ways of thinking and experiences that talent brings. Unfortunately, for many reasons people are not always able to take that time.To support diversity and inclusion, Nestlé USA staged a series of events throughout 2019, including:We have increased our parental leave and support to ensure better care for the needs of modern families.We are proud to support the United Nations Standards of Conduct on tackling discrimination against LGBT+ people. Those first weeks and months can be joyous, hectic and sleepless all at the same time. This Policy is a Group standard that must be adhered to. From increasing management and senior representation in our own business, to supporting women in farming communities to learn new skills and increase their incomes, we aim to empower women to overcome barriers to fulfilling their potential.We continue to develop our common framework and toolkit for coaching, which provides self-development opportunities for individuals.
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