Diversity and inclusion opportunities

That's why respecting and valuing the diversity of our people is central to our vision and values.  It's also why our employment policies and practices have been developed to protect against discrimination and ensure equal opportunity and fair treatment for all.

Coca-Cola Enterprises

Diversity is part of the third strategic priority in Coca-Cola Enterprises' Global Operating Framework. We need to recruit, develop and retain the best and diverse talent in order to be the best beverage sales and customer-service company.  This means we want a culture where people feel respected and valued, regardless of any differences and can contribute to their fullest potential.

Creating a 'diverse and inclusive culture' is also one of Coca-Cola Enterprises' Commitment 2020 goals.  This states that we will 'create a culture where diversity is valued, every employee is a respected member of the team and our workforce is a reflection of the communities in which we operate'.

Commitment to diversity and inclusion at Coca-Cola Enterprises

Coca-Cola Enterprises has a European Diversity Council who meet regularly to agree and support the company Diversity plans and priorities. In 2010 Coca-Cola Enterprises also established a Diversity Council in Great Britain, which is chaired by the Vice President for Human Resources. The Council is responsible for embedding our diversity vision into workplace initiatives and promoting local diversity projects.

However, it is the responsibility of everyone at Coca-Cola Enterprises to promote our commitment to Diversity and Inclusion and ensure it is put into practice by challenging questionable behaviour, actions or decisions that breach Coca-Cola Enterprises' policies.

This is a core accountability within our people development processes. Managers must lead in a way that values the benefits of inclusion in their teams. Specific responsibilities fall on managers, supervisors and HR staff involved in recruitment, selection, promotion, training, development, recognition and reward, and dismissal. 

Training for new and existing line managers is provided on the different people processes.  Employee Relations specialists provide coaching and support to line managers to ensure timely resolution of any issues.  Talent Acquisition Specialists are responsible for short-listing candidates for roles and then work with hiring managers to ensure fair appointments are made.

Gender

While all aspects of diversity are relevant to Coca-Cola Enterprises, globally we agreed to focus first on gender diversity. Women are vital to Coca-Cola Enterprises as core buyers of our products, as contributing talent today, and as future leaders.  More focus on the development and advancement of women is simply part of ensuring the success and sustainability of our business and creating more diverse thought leadership.  In practical terms for recruitment this means having a woman on every shortlist of applicants for senior roles and having a woman on each interview panel.  As a result of this focus we are proud of the increase in our women in leadership statistics. 

Age

We are committed to removing age discrimination from our policies and practices because it is simply the right thing to do. There is a very clear social justice case for equality; it is simply unfair to treat someone differently because of their age, rather than their skills and abilities. 

Coca-Cola Enterprises offers the right to request to work beyond normal retirement age, employees can request to work part time to ease them into retirement and can still take their pension after pensionable age.

We continue to work with Age Aware who provide us with support and guidance on the development of our policies and practices at Coca-Cola Enterprises.

Compliance

Coca-Cola Enterprises does not tolerate discrimination.  We tackle this issue through robust policies that are available to all employees.  Any discrimination cases are monitored and we assess how we can learn from them.

Issues related to corruption, anti-completive behaviour and compliance are covered in the Code of Business Conduct.  This booklet covers a range of issues relating to the behaviour and conduct of employees.  We give all employees a copy of this Code when they join as well as specific training on competition law.

Coca-Cola Great Britain

Coca-Cola Great Britain welcomes candidates of all ages.  Our policies and processes are in line with the current age legislation.

Compliance with our policies

We monitor compliance with our policies principally through our employee engagement surveys.  This asks questions on discrimination and diversity.  It also assess employees' understanding of our approach to these issues.

Corruption, anti-competitive behaviour and compliance

These issues are covered in The Coca-Cola Company Code of Business Conduct.  This covers a range of issues relating to the behaviour and conduct of employees such as:

• Conflicts of interest
• Working with government, customers and suppliers
• Financial records
• Use of company assets
• Protection of information

• Bribery and corruption

Implementing the Code

• We give all employees a copy of this code when they join, and also make them aware of the process for reporting breaches anonymously and confidentially
• We train Coca-Cola Great Britain employees in this legislation as part of their 90-day induction programme
• The legal departments at both sides of our company are responsible for implementing and monitoring the Code