Our diversity and inclusion (D&I) strategy is guided by our D&I Panel, a representative group made up of 19 men and women from across Tetra Pak. It has stated that increasing D&I provides the following benefits for the business:
With this business case in mind, we have created a "desired future state", which describes a respectful and inclusive work environment, company-wide engagement and dialogue around diversity and its value, and an organisation whose diversity reflects our business and consumers.
To help us achieve this desired future state, we focused our efforts on the following key areas in 2019:
We measure D&I through our Diversity Dashboard and Inclusion Index. On our Diversity Dashboard, we are seeing some positive trends in gender diversity: we continue to see the number of women in leadership positions increasing; the percentage of women hires is trending up; and participation of women in learning is high. We also see the number of women in our talent pools slowly growing. Work is still needed, though, to bring about a step change, not least as the talent pool of women in sciences generally remains small.
On our Inclusion Index, which is based on our?Employee Engagement survey?results, we have not seen the progress that we wanted. Questions and comments alike point to areas where we need to increase focus in order to create an even more respectful environment. Consequently, we have identified six actions to address these areas going forward.