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.

Creating a culture

One of our main strategic priorities is to attract, develop and retain the very best people. We cannot expect success - to be the best we can be - without passionate and talented employees.

Creating a 'diverse and inclusive culture' is one of CCE's 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."

We aim for a workplace where people feel respected and valued - regardless of any differences - and can contribute to their fullest potential.

Managing our goals

We are committed to attracting and retaining a diverse team. One particular source of pride is our women in leadership statistics. We continue to partner with key external groups to ensure that our employee population is representative of the community we work in.

CCGB is currently reviewing all of its employee policies - in the UK and Ireland these steps were completed in June 2009.

Age awareness

Both CCE and CCGB welcome candidates of all ages. Our policies and processes are in line with the current age legislation.

CCE took specific action to address the issue of age awareness in anticipation of age legislation introduced in 2006 and an ageing population.

European Diversity Scorecard

We publish the European Diversity scorecard on a quarterly basis. This tracks our progress across Europe by:

• Business unit
• Job level
• Location
• Function for gender
• Age
• Nationality
• Ethnicity

The scorecard also compares our profile to data for the industry and the wider communities in which we operate.

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 assesses employees' understanding of our approach to these issues.

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

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 CCGB employees in this legislation as part of their 90-day induction programme
• CCE employees are given a handbook to the Code of Business Conduct as well as training on competition law.
• The legal departments at both sides of our company are responsible for implementing and monitoring the Code.