the approach aims to create a workplace environment that builds confidence and supports ambitions for all staff, regardless of difference, background or personality. so we’ve said it’s a philosophy and that means no one can opt out.” there are many facets to how the approach works in practice.
“the pairings are very diverse and the idea is that the leadership get to experience the organisation through a really different lense and it creates a rich dialogue,” explained catherine gillespie, hr director at coca-cola european partners. “we think [inclusion] should be part of the conversation and we bring our senior leaders across the business together on a quarterly basis to talk about this and the progress that they are making.” progress is also measured through an engagement survey. “it takes an effort to make sure that everyone gets the awareness, the knowledge, the tools and the tricks to actually help them on a daily business to make our business is more inclusive and more diverse.
hired during the spring of their senior year, coca-cola refreshments’ new hires, who are known as ‘leadership stay up to date with the latest workforce, hr, and management tips and news. ‘if you’re not consciously including, you’re likely to be sub-consciously excluding’: coca-cola on its how coca-cola is creating a culture of diversity and inclusion. 14 min. 14 min., coca cola diversity statistics, coca cola diversity statistics, coca-cola diversity problems, coca-cola diversity case study, coca-cola diversity training.
have again recognized the coca-cola company for its winning diversity strategies in the u.s rp news wires. the coca-cola company’s diversity score is 73/100 based on 157 diverse employee participants at the coca-cola coca-cola, kroger, pepsico, bureau veritas and bsb group international to lead on diversity & , coca-cola diversity report, coca-cola diversity council, coca-cola equality and diversity, coca-cola management commitment
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