Diversity & Inclusion
Diversity & Inclusion at Coca-Cola Enterprises
At CCE, we are committed to providing a working environment in which everyone is treated fairly. We believe in inclusion and aim to demonstrate this in the way we respond to our employees, prospective employees, contractors, customers and suppliers.
Inclusion and Fair Treatment Policy
At CCE, we have had an Inclusion and Fair Treatment Policy since 2002. The policy outlines our commitment to non-discrimination, equal opportunities and anti-bullying and harassment. It aims to make employees aware of our vision and of the importance of treating people with respect. It has been rolled out to all employees and forms a core part of CCE’s induction process for all new employees.
Compliance with the policy is principally monitored through CCE’s employee engagement survey. This survey asks questions on discrimination and diversity and also assesses employees' understanding of our approach to these issues.
In order to ensure that our employees are aware of our work in this area, we regularly provide training on our Inclusion and Fair Treatment Policy and on Anti-bullying and harassment. Training on the Policy also forms a core part of the induction for all new employees
We also provide guidelines for handling and investigating allegations of bullying and harassment to all of our managers. All of our current employees have received training on how to understand the implications of bullying and harassment and how to handle any issues should they arise in the workplace.
Diversity Action Team
Our GB Diversity Action Team act as the ‘guardian’ of the Inclusion and Fair Treatment Policy. This team was created in 2002 and consists of 12 people from across the business who have a passion for diversity. This group points us in the right direction when issues arise and recommends actions to support our policy. Members of this group also sit on CCE’s European Diversity and Inclusion Council.
Our Performance
CCE’s executive leadership team in Great Britain is currently (Dec 2007) made up of 8 people of which 25% are female and 75% male. The ratio of average male:female salary during 2006 is indicated below:
| CCE Grade | M:F salary ratio | % of CCE workforce |
|---|---|---|
| Associate1 | 1.35:1 | 70% |
| Band 1001 | 1.16:1 | 14% |
| Band 101 | 1.06:1 | 11% |
| Band 102 | 0.99:1 | 3.3% |
| Band 103 | 1:1 | 1% |
| Band 104 | 1.03:1 | 0.5% |
| Band 105 | 1.21:1 | 0.3% |
| Band 106 | 1:1 | 0.05% |
1 Likely to include a higher number of male employees on shift based salaries
During 2006, CCE faced six claims under the Disability Discrimination Act. Of these, three were settled, two were successfully defended by CCE and one was withdrawn. CCE also faced two claims of racial discrimination, of which one was settled and one was withdrawn.
During 2007, CCE faced 3 claims under the Disability Discrimination Act. Of these, 2 are ongoing and 1 was withdrawn. CCE also faced 1 claim of racial discrimination which was withdrawn.
