Kraft foods diversity programs

To align with U. At Kraft Heinz, we deeply respect that gender is nonbinary; reporting in this manner does not represent our position on the issue. Since , Kraft Heinz has enabled groups and individuals to form and lead Business Resource Groups BRGs , to help foster diversity, inclusion, and belonging for all employees. BRGs also offer learning and development opportunities, assist in talent recruitment and create a network of support for employees.

BRGs across our global footprint include:. We also promote candid and constructive feedback, regular coaching, and mentoring. In addition, we have created development programs and experiences for women and people of color to foster inclusion and belonging. The WE Network is a global accelerator program focused on leadership development for women.

Participants are at the Associate Director level and being developed to be the next generation of Kraft Heinz leaders. This unique program also builds community across functions and locations. The WeLead Accelerator Program was launched in as part of our diversity, inclusion, and belonging commitments. This six-month long program is designed to develop the leadership potential of our employees who identify as people of color.

During this immersive program, leaders learn critical business and communication skills, build connections, learn how to deliver results, and activate our values through our leadership principles. The program cultivates an environment that leverages participant's talents and addresses their unique needs as people of color while maximizing their career potential here at Kraft Heinz. We believe a robust mentoring culture will contribute to a highly engaged workforce, that will in turn serve our consumers more effectively.

Our consumers are at the center of everything we do, and we are building a culture of creativity to anticipate and respond to their future needs. The Mentor KHC program objectives are to:. We strive to always do right by our employees, customers, partners, suppliers, and the communities we serve. Events during the summer of were a call to action, and we as a Company accepted our duty to be part of the solution by taking action in support of the Black community, social justice, and racial equality.

In June of , we responded to the killing of George Floyd and others and pain felt by the Black community and allies across the globe by announcing ten commitments. Each of the commitments that we shared in our June 8, press release were fulfilled and many are ongoing elements of our company culture.

A few examples include the following:. Across our global footprint, we are committed to addressing issues of inequality as part of our ongoing journey. Additional examples include:.

Agora Network Netherlands - Agora Network brings professionals together to share knowledge and experiences, make networks available and empower one another. In this way, Agora contributes to the retention and growth of culturally diverse talents. Ascend U. Their mission is to drive workplace and societal impact by developing and elevating all Asian and Pacific Islander API business leaders and empowering them to become catalysts for change. DePaul University U. Curtis, E. Integrative literature review: Diversity management interventions and organizational performance: A synthesis of current literature.

Human Resource Development Review, 7 1 , Kalev, A. Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies.

American Sociological Review, 7 4 , Stevens, F. Unlocking the benefits of diversity: All-inclusive multiculturalism and positive organizational change. Journal of Applied Behavioral Science, 44 1 , This paper was written and submitted to our database by a student to assist your with your own studies.

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Abstract Kraft Foods and Abbott are leaders in their industries, and they work to promote diversity and inclusive practices in the working environments. Learn More. We will write a custom essays specifically for you! Communication Methods: Advantages and Disadvantages.

We choose to be inclusive because diverse backgrounds and perspectives make us stronger, more thoughtful and more innovative. That is why We demand diversity and commit to not only listening but to truly working to hear different points of view. We aggregate these different points of view along with various data points in this space.

Hence, data-driven plans continue to be established for our leaders to drive diversity, inclusion, and belonging in their teams. We have established strategies to ensure diverse hiring, retention, development, and advancement. We will continue to build upon our foundation of awareness by delivering programming that advances communication skills and inclusive daily habits. We will also continue to offer training and learning experiences designed to interrupt unconscious bias during moments that matter across the employee experience.

Since , we have established a solid foundation of awareness across the organization and celebrated numerous impactful achievements in the diversity, inclusion, and belonging space. We have been steadfast in educating and training our leaders to be inclusive, creating a nurturing community.

We have made significant progress, and we are energized for the long journey ahead of us. The Council comprises executive leadership from across the Company and members of our Board of Directors. The Council creates strategic accountability for results, and provides governance, oversight, and reporting on diversity efforts and initiatives.

The Council is also a critical driver in fostering real organizational change, establishing priorities, managing integrated and cross-functional initiatives, and thoughtfully considering how to fully live our Company Values.

We strengthened our commitment to a diverse workforce by targeting employee representation that reflects the diversity of the communities in which we operate. We know a truly inclusive culture allows our people to contribute their unique perspectives and ideas, execute with excellence, and grow great careers. Moreover, we have set aspirations that are critical to our diversity, inclusion, and belonging journey while increasing accountability.

Additional demographic aspirations will continue to be developed for countries in which we operate as we collect accurate and complete data across our global footprint. And we will seek to qualify these values and metrics with supplemental external recognition. As the spotlight intensified on racial and social injustice across the country, here at Kraft Heinz, we felt compelled to take action.