Diversion and Inclusion Practices

Nestlé Pakistan
Diversity and inclusion are seen to be an integral part of Nestlé’s culture and are driven by the
impact by
 Building an inclusive culture, leveraging on the differences of our employees
 By thinking about the needs of the diverse consumers and customers in their products and
services and being inclusive in their accessibility – whenever, wherever, however
 By acting and engaging in an inclusive way with society and stakeholders in our diverse
business environments across the entire value chain
At Nestlé, respect for diversity means respect for others way of thinking, other cultures and all
facets of society and requires openness and inclusiveness in all their interactions both outside and
inside the company.
Nestlé aims to provide a workplace culture that generates equal opportunities for everyone,
where people are treated with dignity and respect and the company is also extending its efforts to
strengthen this inclusive culture.
Gender balance has been a priority for Nestlé since 2008, which assisted it to increase the
number of women at all levels in the organization. The focus is to be a gender balanced company
by creating the enabling conditions in their work environment to achieve annual increases in the
percentage of women managers and senior leaders. The global and local initiatives regarding
gender diversity include
 development opportunities: mentoring and coaching programs
 a flexible and supportive work environment
 role model events, round tables and network discussions
 leadership development training and unconscious bias workshops
 maternity protection policy
Nestlé also creates an inclusive workplace for people with disabilities as a priority by promoting
a culture that builds on strengths and focuses on abilities.
A global self-assessment procedure was developed for all the markets of nestkeee to assess the
level of inclusion and types of activities for people with disabilities in the workplace. The
objective is to track best practices and actions in the following areas:
1. Training and awareness
2. Return to work practice
3. Accessibility of sites and workplace arrangements