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HUMAN RIGHTS

Diversity and Inclusion

We embrace differences and consider them significant for the synergy created in our workplace and for our sustainable growth. As a result, we aim at an inclusive culture where all employees feel confident in speaking their mind, sharing their opinions.

 

Since 2015, Diversity and Inclusion Steering Committee, comprised of representatives from various branches of our organization, is led by our Human Resources Department . Meeting every six months, the Committee’s main objective is to advise senior leaders on how to achieve the diversity and inclusion goals and to pioneer in creating an inclusive culture throughout our organization.

 

CCI Women’s Clubs are platforms for women employees to interact and organize various activities focusing on networking, capability development, leadership skills and empowerment in the workplace and in the community. The Women’s Club is an example of CCI’s commitment to women to facilitate new job opportunities, increase capacities, create network and inspire the next generation women leaders. As of 2018, with the establishment of Women’s Clubs in Kazakhstan, Kyrgyzstan and Tajikistan, all CCI countries are now part of the CCI Women Network.

 

CCI’s equal-opportunity employment pledge is now being published in all extramural recruitment ads and principles such as posting gender-neutral vacancy announcements were also adopted.

Our Performance in 2018

Female %

Male %

To enable CCI women to further unleash their leadership potential, aWomen in Leadership program has also been developed. It is planned to be launched in 2019.

 

Leaders in the Field” is a series of meetings aimed at increasing intergenerational dialogue. This program continued in 2018 with the participation of CCI’s CEO, CFO, and General Counsel in sessions that were attended by more than 500 employees, and were held in all operating countries.

 

One of the most important diversity and inclusiveness initiatives undertaken at CCI in 2018 was the U30 Strategy Camp. The idea behind this program is to invite young CCI employees at the age of thirty or below to take part in a three-day camp during which they worked with CCI’s CEO in formulating CCI’s future strategies. This was the first initiative of this kind at CCI and more than 500 applications were received. The participants’ involvement in shaping the future strategy goes beyond the camp and they collectively work to produce the execution plans for the ideas generated during the camp.

% of Employees

 

53%

43%

4%

Millennials (20-35)

Gen X (36-51)

Gen X (52-71)

 

12%

23.5%

24.4%

88%

76.5%

75.6%

New Employee Hires

Overall

Senior Managers

Goals and Commitments

Priority Areas

2018 Goals

Performance in 2018

Status

2019 Goals

 

 

 

 

 

Diversity and Inclusion(D&I)

Launch the Program

 

 

 

 

 

Continue efforts to broaden the external talent pipeline to increase women hiring in Supply Chain and Commercial functions.

• D&I awareness campaign

• Education series on “Inclusion”

• D&I task force

 

Establish Diversity Cafe concept

 

 

 

 

 

To define our D&I constitution.

 

Launch Women in Leadership Program for CCI.

 

 

Design pilot project to build external talent pipeline to increase women hiring in Supply Chain (plant) & Commercial (field) functions.

To review diversity friendly policies and implement in selected countries as a pilot.

 

To start cultural D&I programs

Our D&I constitution defined

 

Launch was postponed to 2019 to expand the participation to ourour CEO

 

Design and content completed.

 

 

 

 

D&I recruitment principles launched

 

 

Cultural D&I programs are planned and ready to launch

 

Achieved

 

Delayed

 

 

 

Achieved

 

 

 

 

Achieved

 

 

 

Achieved

   CONTENT

Content & Design Consultancy: ESG Turkey™ Consultancy

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SUSTAINABILITY REPORT 2018

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SUSTAINABILITY REPORT 2018